How to Record a Bellhop Video Job Ad

Date modified: 2nd June 2025 | This article explains how you can record a bellhop video job ad inside the Pilla App which you can share with external candidates. You can also check out the Job Ads Guide for more info on other roles or check out the docs page for Managing Videos in Pilla.

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Bellhop—porter, bellman, luggage handler—is where physical work meets genuine hospitality. It's carrying bags, yes, but it's also being one of the first faces guests see, handling their belongings with care, and often providing that crucial first impression of the property. The candidates who excel combine physical capability with guest warmth—they're not just moving luggage, they're welcoming people. Your video job ad should convey this blend, because candidates who see the role as purely manual labour won't deliver the service element that matters.

Step 1: Open with the Opportunity

Porter roles appeal to different candidates for different reasons. Lead with what makes your opportunity attractive.

Entry point to hotel careers: For many, bellhop is where hotel careers begin. What pathways exist from your porter desk? Front office, concierge, duty management? If you promote internally and invest in development, that's a genuine draw for candidates thinking beyond their first role.

Show the trajectory. "Our current front desk supervisor started as a bellhop two years ago" means more than vague development promises.

Tip-earning potential: In hotels where tips are customary, bellhop can be one of the better-paid entry-level positions. Be realistic about tip income—it varies enormously by property, guest profile, and location. A luxury hotel with wealthy guests differs dramatically from a budget business property.

The physicality appeal: Some people want active work. Sitting at a desk all day isn't for everyone. If the role suits someone who prefers moving, lifting, being on their feet—frame that as a feature. The physicality is a selling point to the right candidate.

Guest interaction: Unlike purely back-of-house roles, bellhops interact with guests constantly. For candidates who enjoy hospitality but don't want desk work, this guest-facing element with physical activity can be ideal.

Step 2: Show Your Hotel's Environment

Film the lobby, the luggage area, the routes bellhops travel. Candidates need to see the physical space and the service context.

The lobby and entrance: Where guests arrive and where bellhops work. The aesthetic and energy. The flow during busy periods. The impression guests receive and that bellhops help create.

Luggage areas: Storage facilities, bell desk, trolley staging. The behind-the-scenes elements of luggage handling. The organisation systems that keep track of guest belongings.

The physical routes: Corridors, lifts, stairs if used. How far do bellhops travel with luggage? Are there difficult routes—long walks, awkward lift access? The physical reality of getting luggage from entrance to room.

Guest room context: Briefly show the rooms where bellhops deliver luggage. The service element of room orientation—explaining features, answering questions, ensuring guests are comfortable.

Team environment: Who do bellhops work alongside? Reception, concierge, valet? The team dynamic at the front of house.

Step 3: Paint a Picture of the Role

Bellhop work follows predictable patterns but involves more than just luggage. Define what yours includes.

Arrivals: Meeting guests at entrance. Luggage collection from vehicles or lobby. Transport to room—trolley or hand-carry depending on volume. Room delivery and orientation. This is the core arrival sequence.

What's the expectation for room orientation? Quick drop and leave, or full explanation of room features? How much guest interaction during delivery?

Departures: Luggage collection from rooms. Storage for late departures. Loading vehicles. The reverse flow of the arrival process.

Luggage storage: Managing stored luggage between check-out and departure. Organisation systems. Security and responsibility for guest belongings.

Lobby presence: Door duties—opening for guests, taxi hailing, vehicle management. Greeting arrivals. General assistance to guests in lobby areas. The visible presence that sets service tone.

Other duties: What else might bellhops handle? Newspaper delivery? Guest errands? Package handling? Small maintenance assistance? Cross-training to other front-of-house areas? These expand the role beyond pure luggage.

Physical demands—be honest: Lifting weight—suitcases are heavy, and guests overpack. Frequency of lifting during busy periods. Walking distances over a shift. Standing for extended periods. Weather exposure if managing vehicles outside. The role is physically demanding; candidates should understand this.

Shift patterns: Which shifts cover arrivals and departures? Early mornings for check-outs, afternoons and evenings for arrivals? Weekend requirements? How shifts align with hotel occupancy patterns.

Step 4: What the Role Requires

Bellhop hiring balances physical capability with service orientation. Both matter.

Physical fitness: Not optional. Lifting heavy luggage repeatedly. Walking significant distances. Standing for hours. Someone who struggles physically will find the role unsustainable. Be clear about physical requirements in job postings.

Guest service warmth: The physical work happens in a hospitality context. Can they smile and be welcoming while lifting bags? Make guests feel cared for during brief interactions? The service attitude matters as much as the physical capability.

Reliability: Front-of-house roles require consistent presence. Guest arrivals need bellhop coverage; no-shows create gaps in service. Attendance reliability is fundamental.

Presentation: Bellhops represent the hotel visibly. Clean, professional appearance. Appropriate grooming. Proper uniform wearing. The visual impression they create matters.

Stamina and pacing: Busy periods—check-in rushes, conference arrivals, morning departures—require sustained activity. Can they maintain pace and service attitude when it's busy? Manage energy over an 8-hour shift?

Discretion: Bellhops enter guest rooms and handle personal belongings. Trustworthiness and discretion are non-negotiable. Any concerns here disqualify candidates regardless of other qualities.

Communication: Basic guest communication—greeting, responding to questions, giving directions. Languages if the guest profile requires. Clear, friendly interaction skills.

Experience expectations: What do you actually need? Previous hotel experience? Customer service background? Or hiring for attitude and training the role? Be realistic about requirements for an entry-level position.

Step 5: Make the Offer Clear

Bellhop compensation varies significantly by property tier and location. Be transparent about what candidates can expect.

UK compensation context:

  • Bellhop/Porter (3-star): £11-12.50/hour
  • Bellhop/Porter (4-star): £11.50-13/hour
  • Bellhop/Porter (5-star luxury): £12-14/hour

Tips—the variable element: Tip income can significantly affect total earnings, but varies enormously:

  • Luxury hotels with wealthy guests: potentially substantial
  • Business hotels: modest
  • Budget properties: minimal

Be honest about realistic tip expectations at your property. Overpromising creates disappointment.

Service charge: How is service charge distributed? Are porters in the pool? What's typical additional income from service charge?

Schedule specifics: Which shifts are available? Early mornings, afternoons, evenings, split? How are rotas determined? Weekend and holiday expectations?

For candidates seeking specific patterns, schedule clarity matters more than small pay differences.

Physical work benefits: Unlike sedentary work, bellhop keeps you active. For candidates who value this—staying fit through work rather than needing gym time—frame it as a benefit.

Hotel perks: Staff accommodation rates. F&B discounts. Gym or pool access. Staff meals. These hospitality benefits have value.

Development pathway: What can bellhop lead to? Front desk cross-training? Concierge development? Front office progression? If there's a genuine career path, describe it. If this is primarily a job rather than a career start, be honest about that too.

Step 6: The Application Process

Bellhop hiring should assess physical capability and service attitude without overcomplicating an entry-level role.

Application approach: Basic CV or application form. Availability—which shifts can they work? Right to work. Keep requirements proportionate to the role level.

Selection process: Brief interview or conversation: assessing attitude, reliability signals, service orientation. Physical capability discussion: confirming they understand and can handle the demands. Trial shift: the best assessment for entry-level hospitality.

What you're assessing: Physical suitability: can they handle the demands? Service attitude: are they naturally warm and helpful? Presentation: do they present professionally? Reliability indicators: attendance history, commitment signals? Communication: can they interact with guests appropriately?

Trial shifts: Paid trial shifts are the most effective bellhop assessment. See how they handle luggage, interact with guests, respond to busy periods. A few hours of actual work reveals more than any interview.

Reference checking: For entry-level roles, references for reliability and honesty. Previous employer confirmation of attendance and trustworthiness. Basic character verification.

Don't overcomplicate: This is an entry-level position. Multi-stage interviews, extensive assessments, and complex processes are disproportionate. A conversation, reference check, and trial shift are sufficient.

The right fit: Bellhops who understand they're in hospitality—not just moving boxes—deliver better guest experiences. Candidates who take pride in being part of guest arrivals and departures, who enjoy the physical work and guest interaction, become valuable team members. Those who see it as only manual labour eventually resent the service elements.