Hotel Phone Interviews: New Basics
By Zoe Connolly Co-Founder & Managing Director, Hospitality Spotlight | July 22, 2018
The candidate screening process tends to include a number of early steps before connecting for a face to face interview, and ultimately making an offer for employment. Whether you're looking for a front line employee for a hotel property, or trying to find the right developer for a travel tech company, there tend to be common steps, such as rifling through a huge number of resumes, and selecting a handful of candidates to move into the phone screening phase.
While these are only the first steps to finding the right employee, there are a number of pitfalls that may inadvertently disqualify the best candidate. This can lead to roles being filled with less than ideal candidates (and an increase in the necessary training time), or even adding to the amount of time a company operates while understaffed (putting undo burden on current employees and hurting productivity). Here are a few tips to ensure that phone interviews, an early phase in the hiring process can be easier and more effective.
Build a Scouting Report
Before making the first call to a candidate, hotel leaders and hiring managers should find out more about with whom they will be speaking. If the candidate was sourced by a recruiter or another manager, it's easy to take a few minutes to review their resume, but also ask for more details. Hirers can look at who employs them and how long they have been there. Some hotels and travel tech companies are known for hiring a specific type employee. While the reputation may not be applied to that particular job candidate, it's good to keep in mind. Others hotels and travel tech companies have a history of being tough and employees that are successful in that environment can be successful almost anywhere. These types of employers are great for training future employees. It's also helpful to do a quick Google search and see if anything pops up about this candidate. Everything from LinkedIn to Instagram can help to paint a picture of a candidate.
Formally Book the Call
It's easy to think that a spontaneous call is convenient, and that catching someone off guard will make them think on their feet. The reality, however, is that the approach won't give the candidate the opportunity to prepare and present their best self. When current employees show up to the office, they have time to mentally prepare; candidates should get the same opportunity.
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