Minor Hotels Europe & Americas Interview Questions
& Process

There were three interviews in total. The first one was a phone call with HR. The second interview was conducted via Teams with the person managing the revenue department. Finally, the third and last interview was in-person at the offices, with the regional director for the area you'd be working in.

The first step was a phone call to get to know each other. After that, I had an online interview with the person I would be reporting to. The last interview was in person at one of their hotels, meeting with the head of the department. They let me know their decision a few days later, which was a rejection. They provided specific feedback, which was helpful. All the conversations felt genuine and open.

I participated in a selection process and after 4 interviews (one by phone, one in person, and 2 via Teams, the last one with the VP), they never called me back... The process was going well but in retrospect, in the last interview, they asked me my age and the call abruptly ended, from then on I never heard from them again. The only thing I can think is that my age had something to do with the end of the process, which is a shame because the experience with everyone I dealt with was very good, but if age had something to do with it, they did me a favor by ghosting me.

I recently interviewed for a position and wanted to share my experience. I was initially convinced to accept the interview, which was scheduled within 2 days. My impression was that it would be more of an informal introduction than a tough assessment. However, when I arrived, I was faced with surprisingly difficult questions about how I would handle specific situations. This caught me off guard since I didn't have enough time to prepare, and it was contrary to the initial understanding that it would be a meet-and-greet. Even though I was assured the conversation would be straightforward, I found myself struggling with complex scenario-based inquiries that needed careful thought. Unfortunately, I hadn't thoroughly considered these case scenarios because I didn't expect this type of questioning. The feedback I got was also surprising. I was told that my lack of relevant experience was a problem, even though the job was advertised as a junior role. This was quite discouraging since I had clearly stated my interest in moving to an in-house position, and I felt my skills and eagerness made me a good fit. Looking back, I wish there had been more transparency about the interview's nature and the kinds of questions to expect. A more accurate description of the interview format would have helped me better demonstrate my abilities and match my answers to the hiring team's expectations. While I understand the need for a thorough evaluation, especially for a junior role, I hope this feedback highlights the importance of setting clear expectations and maintaining consistency in the interview process.