Watch for poor service attitude, inappropriate professional boundaries, lack of discretion, and inflexibility in guest service approach whilst looking for communication problems, cultural insensitivity, and unrealistic expectations about hospitality work. Identify early warning signs that predict guest service problems.
Common misunderstanding: Many hiring managers focus on technical deficiencies without recognising that attitude problems, professional boundary issues, and service resistance create more significant challenges than skill gaps that can be addressed through training and professional development.
Common misunderstanding: Some managers overlook subtle warning signs during interviews without identifying early indicators of guest service difficulties, professional challenges, and hospitality incompatibility that become costly issues after hiring decisions.
Avoid candidates showing superiority toward service roles, impatience with guest requests, unwillingness to accommodate special needs, or resistance to hospitality standards and professional presentation requirements. Focus on genuine service commitment essential for hospitality excellence.
Common misunderstanding: Hiring managers sometimes excuse attitude issues as confidence without recognising that service superiority, guest impatience, and hospitality resistance significantly affect guest satisfaction and property reputation in roles requiring exceptional interpersonal skills and service dedication.
Common misunderstanding: Some managers miss unrealistic expectations about guest demands, service scope, and professional requirements that indicate poor understanding of concierge responsibilities and hospitality commitment essential for successful guest service delivery.
Watch for inappropriate sharing of confidential information, poor boundary management, unprofessional communication style, and inability to maintain composure under pressure or challenging guest situations. Prioritise professional standards as non-negotiable requirements for hospitality positions.
Common misunderstanding: Hiring managers sometimes overlook minor professionalism lapses without recognising that inappropriate boundaries, confidentiality disregard, and pressure reactivity create serious operational risks and reputation issues that cannot be adequately addressed through training alone.
Common misunderstanding: Some managers assume professional training can correct fundamental professionalism concerns without understanding that genuine professional standards, discretion awareness, and composure management are essential prerequisites for hospitality work requiring consistent professional excellence and guest confidence.