Marriott uses the STAR interview process. Which means they ask you about specific circumstances (i.e. Talk about a time you worked with a difficult team member) and expect you to answer with a specific anecdote, how you resolved or handled it, and what the results where. They are looking for tangible information, names and numbers. Concrete results. This is something worth practicing before interviewing for this job. It is across the board for Marriott. * Situation – set the context for your story. For example, "We were due to be delivering a presentation to a group of 30 interested industry players on our new product and Stuart, the guy due to deliver it, got stuck on a train from Birmingham." • Task – what was required of you. For example, "It was my responsibility to find an alternative so it didn't reflect badly on the company and we didn't waste the opportunity." • Activity – what you actually did. For example, "I spoke to the event organisers to find out if they could change the running order. They agreed so we bought ourselves some time. I contacted Susan, another member of the team, who at a push could step in. She agreed to drop what she was doing and head to the event." • Result – how well the situation played out. For example, "Stuart didn't make the meeting on time but we explained the problem to the delegates and Susan's presentation went well – a bit rough around the edges but it was warmly received. Stuart managed to get there for the last 15 minutes to answer questions. As a result we gained some good contacts, at least two of which we converted into paying clients."