Include behavioural assessment, practical guest service scenarios, and professional presentation evaluation whilst balancing service philosophy discussion with hands-on problem-solving demonstrations over 90 minutes. Create comprehensive evaluation that reflects guest service excellence requirements.
Common misunderstanding: Using basic interview formats for specialised hospitality roles
Many hiring managers use standard interview structures without adapting for Concierge positions. But Concierge roles need special practical tests of guest service skills, coordination abilities, and professional presentation.
Let's say you are interviewing Concierge candidates. Instead of just asking questions in a meeting room, set up realistic guest service scenarios. Have them handle a mock request like coordinating restaurant reservations while managing multiple guest enquiries. This shows how they actually work with people and solve problems under pressure.
Common misunderstanding: Thinking talking about service is enough to judge service ability
Some managers just talk about guest service without watching candidates actually serve guests. But talking about helping people is very different from actually doing it well.
Let's say you are interviewing Concierge candidates. Someone gives perfect answers about exceeding guest expectations. But ask them to role-play helping a frustrated guest with a complex request. Watch their body language, tone, and problem-solving approach. Actions reveal service ability better than words.
Combine guest service experience discussion, scenario-based problem-solving, practical coordination trials, and team interaction assessment whilst including property tour and service standards explanation. Structure comprehensive evaluation around hospitality competencies rather than generic interview elements.
Common misunderstanding: Not showing candidates what the job actually involves
Hiring managers sometimes skip showing candidates the property and explaining service standards. This means candidates don't understand what guests expect or how the hotel really works.
Let's say you are interviewing Concierge candidates. Take them to the concierge desk, show them the guest areas, and explain your service standards. Let them see the actual environment where they'll work. This helps them understand if they want the job and shows you if they seem excited about your specific property.
Common misunderstanding: Only testing people alone instead of with the team
Some managers only interview candidates by themselves without seeing how they work with others. But Concierge work requires excellent teamwork with front desk, housekeeping, and management.
Let's say you are interviewing Concierge candidates. Include time for them to meet and interact with current team members. Watch how they communicate, whether they ask good questions, and if they seem friendly and professional. Team chemistry affects guest service quality.
Plan 90-120 minutes total including 60 minutes practical assessment whilst allowing time for property orientation, service scenario evaluation, and comprehensive guest service capability demonstration. Balance thorough assessment with candidate experience and professional courtesy.
Common misunderstanding: Rushing through practical tests
Hiring managers sometimes rush Concierge interviews without giving enough time for proper practical assessment. But you need time to see how candidates actually handle service situations.
Let's say you are interviewing Concierge candidates. Don't just give them a 5-minute role-play exercise. Spend at least 60 minutes on practical assessment with multiple scenarios. Watch how they maintain service quality when handling several requests at once, just like in real guest service situations.
Common misunderstanding: Making interviews too long without clear purpose
Some managers make Concierge interviews too long without focusing on what really matters. This wastes time and puts off good candidates who have other job opportunities.
Let's say you are planning Concierge interviews. Aim for 90-120 minutes total with clear sections: 30 minutes discussion, 60 minutes practical assessment, 30 minutes property tour and questions. Each part should test specific skills. Longer doesn't always mean better - focused assessment works best.