Experience or Interview – What’s More Important in Hiring for Hospitality Companies?

When was the last time you were surprised in an interview? If you can’t remember, it may be time to develop some new questions or take a fresh approach. In some industries, candidates can interview poorly, but still excel on the job. That is seldom the case in the hospitality industry. Some of the very traits that make a top hotel manager – leadership, confidence, strong communication skills – should be evident in the professionalism with which a candidate conducts themselves in an interview.

Interviews can be a sort of game, where you try to get behind the candidate’s interview mask, and they try to keep their guard up to prevent revealing any negative traits. Know what characteristics you want from your next employee and then create an interview that finds those skills and attributes.

Consider the following:

  • What are the characteristics of your most successful people?
  • What are your must-haves and like-to-haves in employees?
  • What is more important to you; experience or attitude?
  • What challenges will your new employee need to be ready for?

Ask questions that will reveal how closely each interviewee comes to matching your ideal candidate.

Give the candidate some room

Minimize the number of questions that can be answered yes or no or with a short answer. Ask questions that require them to elaborate on salient points, tell meaningful stories and provide details. Follow up with clarifying questions that will allow you to get even deeper into the candidate’s thought process and personality.

Find out who you’re interviewing

Skills are important, but you can find those on their resume. Ask a few questions to clarify their experience and quantify their successes. Pay attention as well to how they interact with you and your team. Can they think on their feet? The hospitality business is 24/7 and managers are expected to put out fires around the clock. If they can’t take the pressure of the interview, they will never cut it on the job.

Have a sense of humor

This in-depth interview approach is probably not what the candidate is used to. When you throw someone off their guard like this, their responses will not be as practiced and professional as in a typical interview. Do what you can to put the candidate at ease. You’re charting new territory for the both of you. A more relaxed attitude will yield better results.

Work with the Best Hospitality Recruiter

The hospitality business is like no other, so why ask typical interview questions. Step back and think about what makes your employees and your business succeed. Then craft a hiring plan that will identify candidates who have what it takes to keep your guests happy and your rooms filled. If you need help finding and attracting the best people, contact Horizon Hospitality. Our hospitality executive search specialists are here to help. Trust our hospitality recruitment experts for the high-level talent you and your guests deserve.

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