Initial application completed online. Applicant will be contacted by recruiter (AonHewitt) to complete an online assessment and schedule phone interview. Phone interview with recruiter is basic information (resume review, highlight experience, etc.) Recruiter will ask a few questions regarding how you handle stress/different work situations/past challenges. Next the recruiter schedules an on-property interview with the hiring manager. The interview will last approximately one hour. Marriott utilizes a department-specific interview template that is followed. STAR interview process (Situation, Task, Action, Result). For each question (ex. "Tell me about a time you had to overcome significant challenges to complete an assignment?) the interviewer is looking for a specific example based on your experience. The interviewer will be taking notes during your response and capturing your "STAR" response to each question. Be clear, concise, and be sure to clarify the specific situation, what the challenges or tasks assigned were, the steps you personally took, and the end result of your action. The more seamless and complete your answers the easier the process is for the hiring manager and therefore the better the overall impression of the applicant. Next step entails 1-3 more interviews with progressively higher level executives (DIrector of Rooms, Hotel Manager, General Manager). Each interview will be increasingly less focused on STAR questions and more on overall character and experience of the applicant. Be prepared to discuss what uniquely qualifies you for the position, what you are able to bring to the property that others would not, long-term career goals, etc. While these interviews may feel less formal, understand that these executives are looking for candidates that can make an impact on the department/property, are outgoing/professional/polished/engaging, and would fit the hotel's culture well. All follow-up information (possible request for references, etc.) plus any salary negotiation and/or job offer will be conducted by the recruiter.

The interview process began with an assessment test that took a little over an hour to complete. After that, I had a 15-minute Microsoft Teams screening call with a recruiter based on the East Coast. The interview questions were heavily focused on the STAR method, so it’s important to come prepared with specific examples and measurable outcomes from your experience. The final step was an in-person interview at the property. Overall, the process was professional, organized, and focused on behavioral-based interviewing.