Watch for poor guest service attitude, physical capability concerns, unprofessional presentation, and reliability indicators whilst noticing resistance to guest assistance, team integration problems, and lack of genuine hospitality interest. Identify concerning patterns early to prevent hiring mistakes that affect guest satisfaction and property reputation.
Common misunderstanding: Only watching for obvious problems whilst missing subtle warning signs
Many hiring managers notice clear red flags like rudeness but miss subtle signs like slight negative comments or small professional lapses that predict bigger problems later.
Let's say you are interviewing Bellhop candidates. Someone seems polite but makes small comments like "guests can be so demanding" or shows up with slightly wrinkled clothing. These subtle signs often predict attitude and professional standards problems after hiring.
Common misunderstanding: Ignoring warning signs because someone has good experience or skills
Some managers overlook concerning behaviours when candidates have impressive backgrounds or abilities. But attitude and reliability problems affect guest service regardless of other strengths.
Let's say you are interviewing Bellhop candidates. Someone has excellent luggage handling skills and luxury hotel experience but shows resistance to following procedures or makes negative comments about teamwork. Skills can't fix attitude problems that will affect guest satisfaction.
Observe defensive responses to guest scenarios, blame-shifting in challenging situations, and poor communication with team members whilst watching for safety disregard, presentation lapses, and unprofessional demeanour during practical trials. Notice inability to take responsibility for mistakes and resistance to constructive guidance.
Common misunderstanding: Thinking concerning behaviour is just interview nerves
Some managers excuse defensive responses, blame-shifting, or negativity as normal interview stress. But these behaviours usually reflect real personality patterns that affect work performance.
Let's say you are interviewing Bellhop candidates. Someone becomes defensive when asked about a previous job problem or blames others for past difficulties. This isn't nervousness - it shows how they handle challenges and take responsibility, which affects guest service and teamwork.
Common misunderstanding: Only listening to answers without watching behaviour
Some managers focus on what candidates say without observing their actions during practical tests. How someone behaves during trials reveals their real working habits and standards.
Let's say you are testing Bellhop candidates. You listen to their answers about safety but don't notice they lift bags incorrectly or ignore safety procedures during the practical demonstration. Actions show real habits better than words.
Notice inconsistent availability claims, negative attitude toward guest service, and excessive focus on personal benefits over hospitality excellence whilst identifying resistance to property procedures and unrealistic compensation expectations. Watch for lack of genuine interest in guest assistance and poor understanding of hospitality service responsibility.
Common misunderstanding: Thinking people will change after you hire them
Some managers ignore availability problems or resistance to procedures, hoping candidates will improve once they start working. But these warning signs usually predict ongoing employment difficulties.
Let's say you are interviewing Bellhop candidates. Someone gives inconsistent answers about their availability or questions your property's uniform standards. These aren't small issues - they predict scheduling problems and resistance to following hotel policies.
Common misunderstanding: Thinking negative comments about past jobs are normal
Some managers excuse complaints about previous employers as typical workplace frustration. But constant negativity and blame usually shows poor professional relationships and responsibility avoidance.
Let's say you are interviewing Bellhop candidates. Someone consistently criticises past managers, colleagues, or hotel policies without taking any responsibility for problems. This pattern predicts team conflict and inability to work collaboratively in your hotel environment.