Hotel Manager interview questions and answers
This Hotel Manager interview profile brings together a snapshot of what to look for in candidates with a balanced sample of suitable interview questions.
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10 good hotel manager interview questions
- Describe your previous hotel. What was the capacity? Who were your customers? What were their expectations?
- If you were starting work at a new hotel tomorrow, what would you do to get up to speed on hotel operations?
- How have you improved top-line revenue at your previous hotel?
- How have you saved time or reduced cost at your current/previous hotel?
- Describe a time you introduced a new policy or technology to your staff.
- How do you oversee the training of hotel staff?
- How do you inspire loyalty and trust in your staff?
- Describe a time you collaborated with your staff to improve the service of your hotel.
- How did your previous hotel handle staff reports and occupancy reports?
- How would you handle making a round of layoffs at your hotel?
Here are 10 essential interview questions and sample answers to help identify the best candidates for this role.
1. Describe your previous hotel. What was the capacity? Who were your customers? What were their expectations?
This question aims to understand the candidate’s experience in hotel management and the types of challenges they have faced.
Sample answer:
“My previous hotel had a capacity of 200 rooms. Our primary customers were business travelers and tourists. They expected efficient service, clean rooms, and high-quality amenities.”
2. If you were starting work at a new hotel tomorrow, what would you do to get up to speed on hotel operations?
This question assesses how quickly the candidate can adapt to a new environment.
Sample answer:
“I would start by reviewing all operational guidelines, meeting the department heads, and understanding the current performance metrics. This would give me a comprehensive view of the hotel’s operations.”
3. How have you improved top-line revenue at your previous hotel?
This question evaluates the candidate’s ability to drive revenue and implement effective strategies.
Sample answer:
“I introduced package deals and seasonal promotions that increased bookings by 20%. I also renegotiated vendor contracts to improve margins.”
4. How have you saved time or reduced cost at your current/previous hotel?
This question gauges the candidate’s efficiency and cost-saving skills.
Sample answer:
“I implemented an automated check-in system that reduced front desk workload, allowing us to operate with fewer staff during off-peak hours.”
5. Describe a time you introduced a new policy or technology to your staff.
This question assesses the candidate’s ability to implement change and manage staff during transitions.
Sample answer:
“I introduced a new property management system that streamlined reservations and billing. I organized training sessions to ensure a smooth transition for the staff.”
6. How do you oversee the training of hotel staff?
This question evaluates the candidate’s approach to staff development and training.
Sample answer:
“I conduct regular training sessions and also bring in external experts for specialized training. I also have a mentorship program to help new staff adapt.”
7. How do you inspire loyalty and trust in your staff?
This question aims to understand the candidate’s leadership and people management skills.
Sample answer:
“I maintain open communication channels and involve staff in decision-making processes. This creates a sense of ownership and loyalty.”
8. Describe a time you collaborated with your staff to improve the service of your hotel.
This question assesses the candidate’s ability to work as a team and improve service quality.
Sample answer:
“We noticed a decline in guest satisfaction scores for our restaurant. I collaborated with the kitchen and service staff to identify issues and implement changes, which led to a 15% improvement in satisfaction scores.”
9. How did your previous hotel handle staff reports and occupancy reports?
This question evaluates the candidate’s experience with reporting and data analysis.
Sample answer:
“We used a centralized management system that generated daily reports on staff performance and room occupancy. These reports were reviewed in weekly meetings.”
10. How would you handle making a round of layoffs at your hotel?
This question tests the candidate’s ability to make difficult decisions while considering the well-being of staff.
Sample answer:
“I would first identify areas where we could cut costs without layoffs. If layoffs are unavoidable, I would conduct them transparently and compassionately, providing support for the affected employees.”
What does a good hotel manager candidate look like?
A strong Hotel Manager candidate should have excellent people skills, a deep understanding of hotel operations, and the ability to make data-driven decisions.
Hotel Manager Interview Questions
The career track for a Hotel Manager, sometimes known as a General Manager or Operations Manager, may vary. Generally, they have deep experience in the hotel industry. They may have a rooms background, a sales background, or a food and beverage background. They will typically have an undergraduate degree in Hospitality Management or Business. A marketing background, especially for independent hotels that do their own marketing, is also desirable.
Leadership skills are crucial for this position. This person will be in charge of providing strategic direction for the hotel and overseeing daily operations. Candidates should have a record of hiring, training, monitoring, and motivating staff. They should show good judgment in delegating, scheduling, and in general, getting the most out of their team. Most of all, they should understand that a happy staff is just as important as happy customers.
Open-ended and situational interview questions will encourage your candidates to speak at length about their relevant hotel experience. You’ll also be on the lookout for what isn’t on their resume. Be on the lookout for candidates who are outgoing, confident, empathetic, and service-oriented. The best candidates will have a strong grasp of who your customers are and will be prepared with smart, specific questions that are tailored to your hotel.
Let’s summarize some of the questions and add a few more divided into specific types.
Operational and Situational questions
- Describe your previous hotel. What was the capacity? Who were your customers? What were their expectations?
- If you were starting work at a new hotel tomorrow, what would you do to get up to speed on hotel operations?
- How have you improved top-line revenue at your previous hotel?
- How have you saved time or reduced cost at your current/previous hotel?
- Describe a time you introduced a new policy or technology to your staff.
- How do you oversee the training of hotel staff?
- How do you inspire loyalty and trust in your staff?
- Describe a time you collaborated with your staff to improve the service of your hotel.
- How did your previous hotel handle staff reports and occupancy reports?
- Describe a time you received negative feedback from a staff member. How did you handle it?
- How would you handle making a round of layoffs at your hotel?
- How do you prioritize maintenance tasks, such as repairs?
- You’re expecting an enormous group of people to check in at the same time. How would you adjust front desk scheduling to accommodate them?
- What promotional events have worked well at your previous hotel? What didn’t work so well?
- How did your previous hotel handle guest complaints?
- Describe a time you had to resolve a problem with an extremely irate guest.
- Describe a time you turned a negative situation with a guest into a positive situation.
- In what ways have you worked with your staff to go the extra mile to deliver great customer service?
- Have you ever been a guest at our hotel? What would you improve?