Difficulty Rating


Interview experience







  • Hilton Elevator Graduate Management Trainee

    Difficulty Rating


    Interview process

    The screening interview prior to the assessment centre was 1 hour long with a Hilton General Manager in a nearby location.

    The manager had paper handouts with structured competency questions that he had to fill in while you were answering. Quite weird as many times i had to stop talking so that he could manage to keep up with the notes. Made me lose my concentration a few times. The questions are typical competency ones adjusted to the hotel context.

    e.g. Describe a situation where you had to deal with a difficult person.

    Describe a situation where you had to take the initiative. What was the outcome? Would you change anything?

    Most difficult question

    What does leadership mean to you?
    Why would you be a successful Hilton Elevator Management Trainee?

    Interview tips

    Prepare as much as you can. You will be meeting with Hotel Managers from different brands so know what their brand is about and engage with them in conversation at every opportunity.

    Network with as many other candidates as possible. The relationships that are developed during these 2 days are impressively strong. After all these are some of the top talent in the industry and you are likely to meet again/ do business with them at some point in the future

    Experiences at the assessment centre

    Following a One on One structured interview with a Hilton General Manager i was invited to attend the 2 day assessment center for the 2013 intake in Sofia, Bulgaria. Expenses were reimbursed a month after the assessment centre.

    Split into groups of either 4 or 5 we first had to construct part of a joint project (paper bridge) with the other teams. Other tasks included a one on one role play where the candidate was covering for the F&B manager and the assessor was an unhappy F&B employee. Another group task was to solve a fictionary crime in teams of 3 where communication with other teams was vital. Finally another group task required to go through a VIP guest agenda and choose which of the requests should be accepted followed by one on one 10 minute negotiations with one of the assessors representing the guest. All candidates were also interviewed by the VP of Human Resources.

    Dinner with the assessors was also part of the 2 day itinerary.

    Interview steps


    • Phone
    • 1:1
    • Group / Panel
    • Senior Management
    • Video


    • Numerical
    • Personality
    • Verbal reasoning
    • Psychometric


    • Assessment centre
    • Group exercise
    • Background check
    • Presentation
    • Competency based questions

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