Hiring a Concierge: Job Description Template

Have you ever wondered what it takes to find the ideal Concierge to provide unparalleled service and enhance the guest experience at your establishment? 

Whether you’re managing a luxury hotel, a boutique resort, or an upscale apartment complex, the insights shared here will help you make an informed decision that positively impacts your guests and your business.

In this article, we will delve into the steps and criteria necessary to identify and select the perfect Concierge for your organization and explore a stellar Concierge job description.

Responsibilities & Role of a Concierge

The roles and responsibilities of a Concierge vary depending on the specific industry and workplace. A Concierge plays a vital role in providing excellent customer service and support.

Here is a list of typical roles and responsibilities for a Concierge:

• Customer Service: A key responsibility of a Concierge is to ensure exceptional customer service. They are the first point of contact for guests, employees, or clients, and as such, they must greet and welcome them warmly and professionally.
• Reservations and Bookings: Concierges often assist guests in making reservations for various services, such as restaurants, transportation, accommodations, or event tickets. They play a crucial role in coordinating these bookings, maintaining accurate records, and ensuring that guests’ needs and preferences are met.
• Security and Access Control: Maintaining security and access control is a significant responsibility for a Concierge. They monitor access to the facility, verifying the identity of visitors when necessary and ensuring that only authorized individuals enter.
• Information Resource: They stay informed about local attractions, events, and services to provide guests with recommendations and essential information. Concierges maintain a directory of important contacts and emergency numbers, offering guests security and convenience.
• Mail and Package Handling: They accept and distribute incoming mail and packages for employees or residents, ensuring they are delivered promptly and securely. Notifying recipients of incoming mail or packages is also part of their responsibilities.
• Event Planning and Coordination: Many Concierges plan and coordinate events, meetings, or conferences the organization hosts. This can involve arranging catering, coordinating audiovisual equipment, and setting up meeting rooms to ensure that events run smoothly.
• Maintaining Cleanliness: They ensure that the lobby, waiting area, or concierge desk is clean and organized, which is essential for creating a professional and welcoming environment.

How to Hire a Concierge

Hiring a Concierge involves a thorough process to ensure you select the right candidate to provide exceptional service and represent your organization effectively.

Here’s a step-by-step guide on how to hire a Concierge:

1. Know Your Requirements

Begin by clearly defining the role of the Concierge within your organization. Determine the specific responsibilities, such as customer service, administrative tasks, and event coordination, that the Concierge will be expected to handle.

• What specific responsibilities will the Concierge be responsible for?
• What are the primary objectives of the Concierge role?
• How does a Concierge’s role align with the organization’s industry and location?
• To whom will the Concierge report within the organization?
• What are the expectations regarding the Concierge’s availability, work hours, and flexibility?
• How should the Concierge align with the organization’s culture and values?
• What budget is available for the Concierge position, including salary, benefits, and associated costs?
• Are there opportunities for future growth and advancement within the Concierge role?
• What skills, qualifications, or certifications are necessary for the Concierge position, such as language proficiency or customer service training?
• Will the Concierge need to use specific technologies or software systems, and if so, what is the extent of their technical responsibilities?

These questions cover a range of considerations when defining the Concierge role, ensuring that all aspects of the position are well-documented and understood by the hiring team and potential candidates.

2. Search for the Top Talent

You can utilize various recruitment channels and strategies to find top talent for a Concierge position.

Here are some effective places to search for top candidates:

• Hospitality Industry Job Portals: Utilize specialized job portals tailored to the hospitality industry, such as Hosco, Hcareers, Hospitality Online, and Caterer.com. These platforms attract candidates with experience in guest service and hotel management.
• Company Website: Feature the job posting prominently on your company’s careers page. Talented candidates interested in your organization often check your website for job opportunities.
• Professional Associations: Explore hospitality and concierge professional associations, such as the American Hotel & Lodging Association (AHLA), Hospitality Sales and Marketing Association International (HSMAI), International Concierge and National Concierge Association (NCA), and utilize their job boards or membership directories to identify qualified candidates.
• Referrals: Encourage your current employees to refer qualified candidates. Employee referrals often yield high-quality candidates who are a cultural fit for your organization.
• Recruitment Agencies: Partner with specialized recruitment agencies or headhunters focusing on the hospitality and concierge industry. They have access to a pool of pre-screened candidates. You can use the services of Horizon Hospitality, Gecko Hospitality, or Hospitality Staffing Solutions (HSS).
• Online Professional Networks: Join online professional networks related to hospitality and concierge services. Platforms like LinkedIn groups and forums can be sources of potential candidates..
  

3. Look for Educational Qualifications

When hiring a Concierge, it’s essential to consider the educational qualifications that align with the specific needs and expectations of the role. Here are some key educational qualifications to look for:

• High School Diploma or Equivalent: A Concierge should have a high school diploma or equivalent. This educational baseline ensures basic literacy, numeracy, and communication skills.
• Bachelor’s Degree: While not always a strict requirement, some organizations prefer candidates with a bachelor’s degree in fields such as hospitality management, tourism, or a related discipline. A bachelor’s degree can indicate a higher level of education and may be desirable for more upscale or specialized establishments.
• Certifications: Look for relevant certifications demonstrating the candidate’s commitment to the hospitality industry and dedication to providing excellent service. Common certifications for Concierges may include:
  • Certified Concierge Professional (CCP)
  • Certified Hotel Concierge (CHC)
  • Certified Tourism Ambassador (CTA)
• Language Proficiency: If your organization serves a diverse clientele, consider candidates proficient in multiple languages. Language skills can greatly enhance a Concierge’s ability to assist and communicate with a wide range of guests.
• Local Area Knowledge: Depending on the location of your organization, it can be beneficial to hire a Concierge who has in-depth knowledge of the local area, including tourist attractions, restaurants, cultural events, and transportation options.

Depending on the specific requirements of your organization and the level of service you aim to provide, the importance of educational qualifications may vary. It’s essential to balance these qualifications with practical skills and a candidate’s ability to meet the unique demands of the Concierge role.

4. Analyze Their Work Experience

Analyzing a candidate’s work experience for a Concierge position involves several key considerations. Firstly, it’s essential to assess the relevance of their previous roles, examining whether they have experience in customer service, guest interactions, or within the hospitality industry.

Secondly, consider the duration of their employment in each role and whether they demonstrated career progression, as longer tenures and promotions can indicate commitment and adaptability. 

Thirdly, focus on positions where they had direct interactions with customers or clients, as these roles can provide valuable experience in guest relations, problem-solving, and effective communication—all crucial skills for a Concierge.

Candidates with experience in organizations with similar cultural attributes may easily assimilate into your workplace. Lastly, evaluate their problem-solving abilities by examining past roles for instances where they successfully resolved guest concerns or addressed challenging situations. This skill is crucial, as Concierges may encounter various guest requests and issues.

5. Conduct a Comprehensive Interview Process

Conducting a comprehensive interview process for hiring a Concierge is crucial to ensure that you select the right candidate who can meet your organization’s specific needs and provide excellent service to guests and visitors.

Here’s a step-by-step guide for conducting such an interview process:

• Behavioral Interview Questions: Behavioral interview questions are designed to explore the candidate’s past behavior and experiences. For instance, ask them to share specific examples of how they have gone above and beyond to assist a guest or client. This approach allows you to assess how the candidate’s previous actions align with the expectations of the Concierge role, particularly in terms of customer service and interpersonal skills.
• Situational Scenarios: To evaluate the candidate’s problem-solving abilities and capacity to handle real-life challenges present them with situational scenarios. These scenarios might include last-minute guest requests, unexpected emergencies, or complex interactions.
• Customer Service Assessment: Exceptional customer service is integral to the Concierge role. Engage the candidate in a discussion about their approach to providing excellent service and exceeding guest expectations.
• Questions from the Candidate: Offer the candidate an opportunity to ask questions about the organization, the role, team dynamics, and other relevant topics. Encourage them to seek clarification or further insights, allowing them to evaluate whether your organization aligns with their career goals and expectations.

This comprehensive interview process assesses the candidate’s qualifications and skills and ensures alignment with your organization’s culture and values. It provides a holistic view of the candidate’s suitability for the Concierge position, ultimately leading to a well-informed hiring decision.

6. Cross-Verify Their References

Cross-verifying a candidate’s references involves contacting the provided references, typically former employers or supervisors, to independently verify the candidate’s work history, skills, qualifications, and overall suitability for the role. 

During reference checks, it’s essential to ask specific questions about the candidate’s performance, reliability, professionalism, interpersonal skills, and ability to handle guest interactions effectively. 

We recommend asking the following questions to your references: 

• Can you provide specific examples of how the candidate demonstrated exceptional customer service and interpersonal skills as a Concierge? How did they handle challenging or demanding guest situations, and what was the outcome?
• Can you share instances where the candidate displayed effective problem-solving abilities and resourcefulness? How did they handle unique guest requests or unexpected situations, and how did they contribute to a positive guest experience?
• How would you describe the candidate’s reliability, punctuality, and professionalism while working as a Concierge? Did they consistently uphold the standards and expectations of the position and maintain a high level of integrity and discretion in guest interactions?

These questions are tailored to extract insights into the candidate’s performance in key areas directly relevant to the Concierge profession. They help you assess the candidate’s ability to provide outstanding customer service, handle challenging situations, and maintain high professionalism—critical attributes for success in the role.

Tips for Avoiding Red Flags During the Hiring Process

When hiring a Concierge, it’s crucial to identify and address red flags during the hiring process to ensure you select the right candidate who will provide exceptional guest service and uphold your establishment’s reputation.

Here are some tips for avoiding red flags during the hiring process:

• Review Guest-Facing Experience: Pay close attention to the candidate’s experience in guest-facing roles. Look for a track record of exceptional service, handling guest inquiries, and maintaining a professional demeanor.
• Evaluate Multitasking Abilities: The role of a Concierge often involves juggling multiple guest requests simultaneously. Assess the candidate’s ability to prioritize tasks and handle multiple responsibilities efficiently.
• Check for Local Knowledge: Concierges should have in-depth knowledge of the local area, including restaurants, attractions, and services. Ask questions about their familiarity with the region to ensure they can provide accurate recommendations.
• Assess Tech Proficiency: Depending on your establishment, inquire about the candidate’s proficiency with guest management software, reservation systems, and communication tools. Ensure they can adapt to your technology stack.

Concierge Job Description

Here’s what a Concierge job description looks like:

How Much Does it Cost to Hire a Concierge?

The decision to bring a Concierge isn’t just about finding the perfect fit for your team but also understanding the financial investment required.

Recruitment Costs

Expenses related to the recruitment process should be considered, including job postings, background checks, reference checks, and any fees paid to recruitment agencies.

Here’s a complete breakdown of the cost associated with hiring a Concierge:

• Hospitality Industry Job Portals: For instance, Hcareers charges a fee of $249 for a 30-day single job post and $42 for a candidate search. You need to contact Hosco to know about their pricing. Caterer.com has a fee of £165. In addition, Hospitality Online charges a fee of $375 for a 30-day job posting. 
• Professional Association: Most associations charge a fee for accessing their portal. HSMAI charges $295 per year, and you need to contact AHLA and NCA to know their pricing.
• Recruitment Agencies: Recruitment agencies typically charge a placement fee or commission, a percentage of the candidate’s first-year salary, or an agreed-upon flat fee. This fee can range from 15% to 30% or more of the candidate’s annual salary, depending on factors like the complexity of the role and the industry.

Salary and Benefits

The primary cost of hiring a Concierge is their salary. The salary can vary widely based on factors such as the property’s location, the type of establishment (e.g., luxury hotel, residential building, healthcare facility), and the candidate’s experience. In urban areas or upscale hotels, salaries tend to be higher.

The average cost of hiring a Concierge is $38,492 per year, which includes $3,704 per year of additional pay. This pay includes bonuses, incentives, and increments.

Apart from the regular salary, employers may offer benefits such as health insurance, dental coverage, retirement plans (e.g., 401(k)), paid time off, and bonuses. When creating a budget, you should consider the cost of providing these benefits.