Hospitality Manager Job Interview: Evaluation and Reflection Report

This report provides an analysis of a one-on-one job interview conducted for the position of a hospitality manager. It identifies the key strengths and weaknesses of the interview process, emphasizing the benefits of direct interaction for detailed candidate assessment while also acknowledging the limitations of time constraints and potential interviewer bias. The report evaluates the interview process, addressing challenges such as time management that could delay hiring decisions. It includes a reflection on the experience, highlighting the confidence gained and the practical knowledge enhanced through the face-to-face interview. The conclusion underscores the importance of selecting the appropriate interview method to ensure the best candidate is chosen for the job role, supported by references to relevant research on job interview assessments and hospitality management.

JOB INTERVIEW

TABLE OF CONTENT
 Introduction
 Undertaking of job interview
 Key strength and weakness of interview process
 Evaluation of job interview process and the challenges and obstacles to overcome
 Reflection
 Conclusion
 References

INTRODUCTION
 One on one job interview refers to the process of face to face interaction with the
other person in order to analysing the skills.
 This report shows the strengths as well as the weaknesses of the one on one
interview process for the post of hospitality manager.

UNDERTAKING A JOB INTERVIEW
 Job interview is a process or refers to a type
of formal meeting in which an interviewer
asked appropriate question to check the
knowledge of the candidate that must be
required for the post or the job available.
 For the job of a hospitality manager one of
the suitable type of interview is the one on
one or the face to face interview.
 In this type of interview the applicant tries to
check the skills and the knowledge of the
candidate and also analysis and examines
the other activities or the capabilities of the
candidate.

KEY STRENGTH AND WEAKNESS OF
INTERVIEW PROCESS
 The above interview process is made on the basis of one on one interview
approach which itself has various advantages and disadvantages.
 This is because with the aspect of face to face interview a direct interaction with
the candidate will be able to take place.
 In the same manner when the interviewer will make a direct interaction with the
interviewee more detailed information and knowledge regarding the interviewee will
be able to take place.
 However, it bear certain limitation in terms of requirement of more time. This is
because with the aspect of requirement of more time the job hiring would be
affected.
 In the same way it also bear a limitation of biasness of the interviewer because if
the interviewer will be bias then the entire process of selection will be affected.

EVALUATION OF JOB INTERVIEW PROCESS
AND THE CHALLENGES AND OBSTACLES
TO OVERCOME
 The above face to face interview process includes
certain advantages and disadvantages which may
affect the selection process.
 The major challenge that is related with the
conduction of the one on one interview is related
with the lack of availability of time that would delay
the selection process.

REFLECTION
 As per my point of view the interview process i.e. face to face interview would be
right and appropriate in case of making a selection of the hospitality manager.
 This is because with the aspect of one on one interview I got confidence with
respect to my performance and skill.
 This has also also enhance my practical knowledge and also give me the
experience of face to face interview

CONCLUSION
 From the above report it can be concluded that job interview and its appropriate
selection would lead to play an important role in the selection of the candidate.
 This is because with the adoption of the most appropriate method as per the job
role the best candidate would be able to get selected.

REFERENCES
 Shen, D., and et.al., 2021. Joint representation learning with relation-enhanced topic
models for intelligent job interview assessment. ACM Transactions on Information
Systems (TOIS), 40(1), pp.1-36.
 Majumder, and et.al., 2020. Initial experience with a virtual platform for advanced
gastrointestinal minimally invasive surgery fellowship interviews. Journal of the
American College of Surgeons, 231(6), pp.670-678.
 McGinley, S., Mattila, A.S. and Self, T.T., 2020. Deciding to stay: A study in hospitality
managerial grit. Journal of Hospitality & Tourism Research, 44(5), pp.858-869.
 Chiang, C.I. and Saw, Y.L., 2018. Do good looks matter when applying for jobs in the
hospitality industry?. International Journal of Hospitality Management, 71, pp.33-40.
 Smith, M.J., and et.al., 2017. Mechanism of action for obtaining job offers with virtual
reality job interview training. Psychiatric Services, 68(7), pp.747-750.