You and 47 other candidates just applied for the same front desk position at a Marriott property. Your resumes all say similar things: hospitality student, customer service experience, team player. So why does one person get the interview call while the others don’t? Here are the five specific things that make hospitality recruiters pay attention when they’re sorting through identical-looking applications.
1. List certifications hospitality employers actually require
Every hospitality resume should include relevant certifications because many properties won’t even interview candidates without them. These are the certifications that matter for entry-level positions:
- ServSafe Food Handler (required for any role touching food)
- TIPS or equivalent responsible beverage service (required for bar/server roles)
- CPR/First Aid (shows preparedness, especially for resorts)
- Any property management system training (Opera, OnQ, Maestro)
Students in Hospitality Academy programs complete these certifications as part of their training, which means they can list them on their resumes before they even start applying. When a hotel HR manager sees “ServSafe Certified” on your resume, you’ve already cleared the first screening hurdle.
Don’t wait until you’re job hunting to get certified and complete these during your education, so your resume shows you’re already qualified to start working day one.
2. Name specific technologies you know how to use
Generic “proficient in hospitality software” doesn’t tell recruiters anything useful. They want to know if you can actually operate the systems their property uses. Be specific on your resume:
- Property Management Systems: Opera, OnQ, Maestro (list which ones)
- Point of Sale: Micros, Aloha, Toast (list which ones you’ve trained on)
- Reservation Platforms: OpenTable, Resy, SevenRooms
- Communication Tools: HotSOS, Alice, specific systems you’ve used
During hospitality education, you get hands-on training with these systems, so put them on your resume by name. When a Four Seasons property posts a job requiring Opera PMS experience and your resume specifically says “Opera PMS trained,” you just became one of maybe 10 qualified applicants instead of one of 200.
Recruiters search resumes for these exact system names; make yourself searchable.
3. Quantify your experience with numbers
Hospitality recruiters scan hundreds of resumes. Numbers catch their attention because they provide concrete proof of your experience level.
- Weak resume language: “Provided excellent customer service in a busy restaurant“
Strong resume language: “Served 40+ covers per shift in fine dining environment, maintaining 95% positive guest feedback scores“ - Weak: “Worked front desk at hotel“
Strong: “Processed 30+ daily check-ins/check-outs using Opera PMS, resolved guest issues within 10-minute response standard“
If you completed internships or practical training, quantify everything: number of rooms you turned over, covers served, events coordinated, guests assisted. Hospitality Academy’s career support helps students translate their training into resume language with specific metrics that demonstrate capability.
4. Show industry knowledge in your cover letter
Most hospitality job applications get generic cover letters that could apply to any hotel or restaurant; this means that you need to stand out by demonstrating that you actually researched the specific property.
- What this looks like: Reference their recent awards, renovations, or news, mention their restaurant concepts by name, show you understand their brand positioning, and connect your skills to their specific needs.
Example: Instead of “I want to work at your hotel,” write “Your property’s recent AAA Four Diamond award demonstrates the service excellence I’m trained to deliver. My experience with Opera PMS and fine dining service aligns well with your luxury positioning.”
This takes 10 minutes of research per application, but still, most candidates won’t do it. You just moved to the top of the pile.
5. Prepare for practical demonstrations
Many hospitality interviews include practical components: role-playing a guest check-in, demonstrating table service, handling a complaint scenario, or executing a specific task.
Here we can give you some common practical interview elements:
- Front Desk: Mock check-in with a “difficult guest”
- F&B: Carrying a loaded tray, describing menu items, and making recommendations
- Housekeeping: Demonstrating bed-making or cleaning standards
- Culinary: Knife skills demonstration, following a basic recipe
Students who completed hands-on hospitality training perform these confidently; students who only studied theory struggle. This is why practical hospitality education matters so much, because when you’ve actually done guest check-ins, tray service, and room turnover during your training, the interview practical component doesn’t intimidate you.
Practice these skills before interviews, ask a friend to role-play guest scenarios, and refresh your muscle memory on tasks you learned during training.
What makes you hireable
Hospitality recruiters are looking for prepared candidates who demonstrate they can start contributing immediately with minimal additional training.
Show them you have the required certifications, prove you know their systems, quantify your experience, research their property specifically and, finally, be ready for practical demonstrations.
These five differentiators move you from “generic applicant” to “qualified candidate worth interviewing.” And once you’re in the interview room, your hospitality training and genuine passion for the industry will carry you through.
The hospitality job market is competitive, but it’s also actively hiring. Properties need people who show up ready to work, understand professional standards, and genuinely care about creating great guest experiences. Be that candidate.
