Evaluate sales strategy leadership, marketing management oversight, business development excellence, and hospitality sales strategy whilst focusing on sales leadership rather than sales execution. Assess sophisticated sales management that drives revenue growth and market success.
Common misunderstanding: Testing individual sales skills instead of sales leadership
Many hiring managers test whether candidates can personally sell hotel services rather than testing their ability to lead sales strategy and oversee marketing teams. Hotel General Managers need to guide revenue strategy, not make individual sales calls.
Let's say you are interviewing for a Hotel General Manager position. Instead of asking "How would you sell our conference facilities?" ask "How would you lead your sales and marketing teams to develop a strategy for increasing corporate bookings when competition has intensified?" This tests strategic sales leadership.
Common misunderstanding: Assuming good salespeople make good sales leaders
Some managers think that candidates with strong personal sales records will automatically be good at leading sales teams and developing marketing strategy. But individual sales success doesn't translate to strategic sales leadership and team management.
Let's say you are comparing Hotel General Manager candidates. One has impressive personal sales numbers. Another successfully transformed a hotel's revenue strategy by coordinating sales, marketing, and operations teams. The second candidate shows the strategic leadership your hotel needs for revenue growth.
Essential competencies include sales strategy leadership, marketing management oversight, business development excellence, and hospitality sales strategy whilst valuing sales leadership over sales execution. Focus on competencies that predict revenue growth and market success.
Common misunderstanding: Focusing on short-term sales tactics rather than long-term strategy
Hiring managers often test knowledge of sales techniques instead of assessing strategic thinking about revenue development and market positioning. Hotel General Managers need to guide long-term revenue strategy, not just implement quick sales tactics.
Let's say you are testing a Hotel General Manager candidate. Instead of asking about sales techniques, present strategic scenarios: "Your hotel's average daily rate is below market competitors, but occupancy is strong. How would you lead the revenue strategy to improve profitability without losing market share?" This tests strategic thinking.
Common misunderstanding: Not testing ability to coordinate between sales and operations
Some managers don't test whether candidates can coordinate sales commitments with operational capabilities. Hotel General Managers must ensure that sales promises can be delivered by operations teams.
Let's say you are interviewing a Hotel General Manager candidate. Ask "Your sales team wants to promote premium spa packages, but your spa manager says current staffing can't handle increased demand without compromising service quality. How do you coordinate this decision?" This tests their ability to balance sales goals with operational reality.
Present sales scenarios requiring strategy leadership, marketing management oversight, business development excellence, and hospitality sales strategy whilst testing sales leadership and marketing management skills. Assess sales sophistication and strategic capability.
Common misunderstanding: Using basic sales questions for complex strategic roles
Hiring managers often ask simple sales questions that don't test the complex strategic leadership Hotel General Managers need for revenue management. Basic questions don't reveal who can guide sophisticated marketing and sales decisions.
Let's say you are testing a Hotel General Manager candidate. Instead of asking "How do you handle sales objections?" present complex scenarios: "A major corporate client wants to renegotiate their contract for 30% lower rates, threatening to switch hotels. How do you lead the strategic response involving sales, finance, and operations teams?" This tests real sales leadership.
Common misunderstanding: Avoiding revenue discussions because they seem too commercial
Some managers avoid testing sales and marketing leadership because they feel it's too focused on numbers rather than hospitality. But Hotel General Managers must drive revenue strategy while maintaining service excellence.
Let's say you are interviewing for a Hotel General Manager position. Don't avoid asking about revenue leadership: "How would you lead the strategy to increase restaurant revenue during slow periods while maintaining the dining experience quality that guests expect?" These questions test the strategic balance your hotel needs between commercial success and hospitality excellence.