Focus on guest service excellence, professional presentation, reliability, and team collaboration examples whilst verifying communication skills, discretion level, and problem-solving capability rather than just employment dates and basic duties. Prioritise hospitality competency verification over administrative confirmation.
Common misunderstanding: Many hiring managers conduct generic reference checks without focusing on concierge-specific competencies like guest satisfaction, service recovery, and professional presentation that require specialised verification for hospitality excellence positions.
Common misunderstanding: Some managers accept basic employment confirmation without exploring service quality examples, guest interaction capability, and professional development that provide crucial insights into hospitality performance and guest service track record.
Ask about guest satisfaction examples, service recovery situations, professional presentation, and team integration whilst exploring communication quality, cultural sensitivity, and ability to handle pressure whilst maintaining service standards. Focus on hospitality competencies rather than general performance.
Common misunderstanding: Hiring managers sometimes ask generic performance questions without probing for specific hospitality examples, guest service excellence, and professional presentation quality that reveal actual capability and genuine commitment to exceptional service delivery.
Common misunderstanding: Some managers neglect to ask about service challenges and recovery situations without gathering crucial information about problem-solving capability, guest satisfaction focus, and professional resilience that indicate suitability for demanding hospitality environments.
Request specific examples of exceptional service delivery, guest satisfaction achievements, and professional development whilst verifying discretion, reliability, and alignment with hospitality excellence standards. Focus on service excellence verification rather than basic job performance confirmation.
Common misunderstanding: Hiring managers sometimes accept vague performance descriptions without requesting specific guest service examples, satisfaction metrics, and professional development indicators that demonstrate actual hospitality competency and service quality achievement.
Common misunderstanding: Some managers overlook discretion and professionalism verification without exploring confidentiality management, boundary awareness, and professional presentation that are critical for positions requiring exceptional guest interaction and property reputation management.