Employer resource: Reservations Agent
A Reservations Agent interview should test decisions and behaviours that occur at work. Choose questions that fit your vacancy, ask them consistently, and record the evidence in each answer.
Local hiring context
Build questions around areas such as Talk through an enquiry from the first question to a confirmed booking, Explain how you would respond when the requested dates do not match the available inventory, Name the details you check before sending a confirmation to a guest or partner. Ask for a real example, the applicant's actions, and the result.
Compare answers with evidence such as An anonymised booking record or work sample showing accurate dates, guest details, and booking status, A work reference that can confirm how you handled confirmations, amendments, or cancellations, An example of a handover that passed a changed arrival detail to the right team. Do not change the standard simply because one applicant speaks more confidently.
01
Check availability and approved rates before offering room, transfer, or activity options; Enter names, dates, contacts, special requests, and deposit notes accurately in the reservation system or booking record; Send confirmations that state dates, inclusions, arrival details, and the published booking terms
Ask the applicant to explain actions and priorities, not simply repeat the job description.
02
Accurate use of a reservation system, booking platform, or spreadsheet for dates, names, and room types; Reading rate plans, inclusions, and booking terms without guessing at what is included; Clear phone and email questions that confirm the details needed to complete a booking
Use a situation that could occur in your actual operation.
03
An anonymised booking record or work sample showing accurate dates, guest details, and booking status; A work reference that can confirm how you handled confirmations, amendments, or cancellations; An example of a handover that passed a changed arrival detail to the right team
Ask for an example, the applicant's own action, and a result they can explain.
04
Location; shifts; start date; required documents
Confirm practical conditions consistently with every applicant.
A practical route from vacancy to review
A consistent format helps the team assess evidence instead of personality alone.
Start with areas such as Talk through an enquiry from the first question to a confirmed booking, Explain how you would respond when the requested dates do not match the available inventory, Name the details you check before sending a confirmation to a guest or partner and tie them to the vacancy.
Use the same core questions, allow relevant follow-ups, and give each applicant room to explain their evidence.
Note the evidence and gaps for each criterion before the team discusses who should continue.
Use the same core questions so evidence can be compared. Follow-up questions can change based on an answer or the applicant's experience.
Assess communication when the role requires it, but do not treat confidence as evidence of unrelated skills. Ask for examples and specific actions.
Agree on criteria before interviews, use a consistent structure, record evidence, and do not add new requirements after seeing the applicant pool.
Create an employer account, add your company details, and prepare a vacancy candidates can understand.