Four things we must know when working part-time in a hotel?

The first point is what kind of job is this?

Maybe you will think that the question of what kind of job is this is not worth asking, because it will be clearly stated during recruitment. The actual situation is not like this. Nowadays, company job positions are becoming more and more detailed. In addition, in order to improve their recruitment quality, some recruiters will make some unknown positions very attractive. For example, it is clearly recruiting general maintenance personnel, but it is said that it is recruiting maintenance engineers. Under this "halo", many people will be dazzled, so during the interview you must ask what your job content is. Otherwise, if some inexplicable chores are added to you, you will suffer a loss.

The second point is the specific address and time of the hotel where you want to work

Do you think this question is boring? Wherever you are interviewed, you must work there. But this is not the case. Nowadays, some hotels are relatively large in scale and may be chain hotels or have branches. Therefore, it is best for candidates to ask clearly about the time for starting and getting off work, as well as the limit of overtime hours. This way, you can consider whether you can afford it based on your own conditions. Generally speaking, during interviews, candidates ask similar and appropriate questions, and the other party will answer them.

The third point is how long is the trial period and training period? How is the treatment?

When hotels recruit new employees, they usually have a probation period and a training period. Generally, as grassroots employees, only through training can service quality be improved. Applicants must ask how long the probation and training periods are. Job seekers can ask in a more tactful way, such as: Some hotels have regulations regarding the probation period and training opportunities for new employees. I wonder if your hotel also has such regulations? If the hotel has these regulations, the applicant should confirm that they are on probation. Term and benefits. On the one hand, it can avoid untrustworthy hotels from deceiving newcomers; on the other hand, it can also avoid the embarrassment caused by poor communication between each other.

The fourth point is salary

The salary here refers to salary plus benefits. This is an issue that all job seekers are concerned about, and it also affects the job seekers’ decisions to this extent. , decide whether to stay in this hotel. Generally speaking, during the interview, the recruiter will take the initiative to explain the salary and benefits of the probation period and formal employment period to the applicant. You may also encounter a situation where the interviewer forgets to mention this question. You can use the salary of similar hotels as a topic to inquire about the hotel's salary practices for new employees. In addition, you can also use the hotel's annual performance as a topic to inquire about the hotel's practices on welfare bonuses.