There are a lot of things I wish I could’ve told myself when I started my job search four years ago.
I wouldn’t have used the “easy apply” button on LinkedIn so often. I would’ve sent more personalized follow-up emails, and I probably wouldn’t have done an interview on the third-generation hand-me-down couch that was visibly falling apart in my friends’ college rental. But you live and you learn.
The interview process especially is something I wish I would’ve been more prepared for. In today’s hyper-competitive job market, making it to the interview stage at first feels like winning the lottery, but it’s really more like being drawn to fight in The Hunger Games. The pressure is on to be the last one standing, and you’re the only one who can make that happen.
So, best be prepared! And this column is a good place to start. I set out to gather tips for job interviews from professionals across the meetings, events and hospitality industry—from hiring managers to meeting planners to hotel general managers. Here’s their advice for being a candidate who stands out.
[Related: The Z: In-Person Events Can Overcome Talent Acquisition Challenges and Generational Biases]
Bobby Hasenmueller, Director, Talent Acquisition, Maritz
I’ve spent the last 15 years working in talent acquisition/recruitment, including nearly five years at Maritz, and over that time I’ve interviewed tens of thousands of candidates across all experience levels. When I think about what makes a great interview, especially for recent grads, it’s rarely about having the “perfect” resume and experience. (FYI: there is no perfect resume). The candidates who stand out are the ones who come prepared, engage in a thoughtful conversation and can clearly articulate what they’ve done, what they’ve learned and how they show up professionally.
Preparation is one of the easiest ways to stand out, and one of the most common things candidates skip. Before any interview, spend time researching the company. Understand what they do, who they serve and what’s happening in their world right now. Has the company been in the news recently? Did they announce a new partnership, acquisition, product launch or expansion? Being able to naturally reference something you learned, even briefly, shows genuine interest.
On the opposite side, normally during an interview you’ll be given the opportunity to ask questions. This is one of the most-frequently missed opportunities to stand out during an interview. Asking thoughtful questions shows curiosity, engagement and maturity. Instead of defaulting to questions you could easily Google or ask AI, some of the most impactful questions are the ones that get hiring leaders talking about their own experiences. Asking things like what’s kept them at the company, what they enjoy most about leading their team or what separates good performers from great ones not only helps you learn what truly matters in the role, but also builds genuine rapport. People naturally connect when they feel heard, and interviewers are no different.
Finally, remember that interviews aren’t about being perfect; they’re about being prepared, reflective and human. Hiring leaders want to understand how you think, how you communicate and how you’ve grown through your experiences. When you come in ready to engage, share real examples and ask meaningful questions, you leave a lasting impression that goes far beyond your resume.
That’s often what turns a good interview into a great one.
Mary Ann Pierce, Founder and CEO, MAP Digital
After three decades in events and corporate communications, I am always scouting for talent. A resume? It is just the entry ticket. Face-to-face interviews and trusted recommendations tell me what I really need to know.
I look for character, courtesy, curiosity and ambition, because in live events, respect and teamwork are non-negotiable. We will teach the job, but you need the right stuff.
For young professionals that I mentor, I share my "New York Minute Checklist." This city plays for keeps, but if you can make it here—well, you know the rest.
The New York Minute Checklist:
- Do your homework. With AI, there’s no excuse, so dig deep.
- Be early. Respect yourself and arrive calm, prepared and focused.
- Dress smart. Simple, clean, pressed and modest. It is an interview, not a date.
- Ask bold questions. What are our biggest challenges? How is success measured? What is on our wish list?
- Follow up fast. A thank-you note can seal the deal. No note = no job.
Gwendolyn Hood, Event Operations Consultant, Butterscotch Cloud
Most candidates who land an interview are qualified. Few are strategic.
At one point in my career, I was hired by a big tech company’s CMO specifically to bring strategy to their event portfolio even though the existing team was executing flawlessly. When I asked my manager if they could’ve done what I was brought in to do, she said, “Are they even capable of thinking that way?”
The difference? They talked about vendor coordination and logistics. I talked about how events drive business outcomes.
If you want to stand out, show you understand why the event exists, not just that you can execute it.
Ask questions like, “What business goals are tied to this event?” or “Beyond attendance, how is success measured?” Most candidates won’t think to ask, and that’s your advantage.
[Related: The Z: How Sports, Music and Traditional Shared Experiences Bring Us All Together]
Jenn Toro, Vice President of Talent, Bishop-McCann
In events, things change constantly. So, we’re paying close attention to how you talk about pressure, mistakes and ambiguity. Resilience and adaptability matter as much as experience, and sometimes more when you’re early in your career.
The candidates who stand out to me are the ones who can connect their life experience and learning to the role. Tell us why this industry excites you. Tell us what you’ve learned from working in restaurants, retail, athletics, student orgs or group projects. That’s real experience and tells us how you think on your feet and reflect for improvement in future situations.
Know your story. While you don’t need a perfectly rehearsed monologue, you do need clarity on who you are, what you’re excited about and why this industry makes sense for you. The candidates who practice their pitch come across as confident. Not because they’re polished, but because they’re grounded in who they are, where they’re hoping to go and what contributions they’re hoping to make.
We can tell when someone has taken time to reflect on their experiences and connect the dots. Practicing your pitch isn’t about being perfect; it’s about being intentional.
Being well-rounded matters in events because the work is layered. You’re solving problems, managing people, reading rooms, building relationships and executing details all at once. Show us the range of who you are and how you’ve become you.
Make sure your application and follow-up materials have the right company and interviewer names—I've seen phenomenal candidates ruin the best interview chances by not investing the extra time in ensuring they’re talking to the right people.
Natalie Rivera, Global Account Executive, NHS Global Events
If you are doing a virtual meeting, log on 5 to 10 minutes early. Technology is tricky and doesn’t always go as planned. It helps to make sure settings are working and you’re in a quiet, well-lit environment.
Always do your homework on the company you’re interviewing with! If you know who will be interviewing you, connect with them on LinkedIn and look at their history. This shows you’re interested and engaged—all great starting points before you even dive into the interview. First impressions are everything!
Practice! I find it easier to be interviewed after I’ve practiced answering common questions and explaining why I’d be a good fit for the position. You don’t want to be long-winded, so practice makes perfect. Keeping things short, simple and to the point has always helped. Show some examples of why you think you’re best for the position. Be yourself and have some fun with it if you can.
Be sure to have a list of questions to ask at the end of the interview, even if you are running out of time. I always like to have one great question in my back pocket. For example: “What makes an ideal candidate for this position?”
Nicole Bowden, Project Manager, Red Carpet Incentives
Entry-level candidates don’t need to know everything, and they aren’t expected to have years of experience, but they do need to show curiosity and a willingness to learn.
Asking thoughtful questions and being honest about what you want to develop matters much more than pretending you’ve done it all.
[Related: The Z: Gen Z Is Feeling ‘Future Anxiety,’ and So Is the Meetings Industry]
Gina Boos, Lead Program Manager, Bishop-McCann
How to leave a good impression: Be early to the interview. Dress professionally, even on a virtual interview, and write a follow-up email within 24 hours. Always recall specific things that were talked about to refer back to. It shows you were listening and can turn what you hear into action (more of what planners do on a daily basis!).
What hiring managers want to see: transferable skills. Right out of college, you most like won’t have a long list of planning like what the company does, but a lot of things can be taught. Find skills and experience that is applicable to planning events; times where you organized a large group of people to do something together successfully (rush events, fundraising activities or volunteer groups, on-campus student events, any internships), balanced a budget (could be your personal finances or you are the treasurer of your sorority or fraternity), collaboration (group projects).
They also want evidence you can handle high-stress environments. The events world is fast-paced, demanding and exists in real time onsite. Examples of handing situations like that will show you have what it takes to do the job. And they want a team player—no one creates these events in a vacuum. Showcase how you work with others successfully.
What makes an applicant stand out: a resume that is polished and thoughtful. Tailor your resume to the events industry specifically and include a great summary statement about what makes you right and excited for the industry
In the interview, show genuine interest and excitement to work in events, and an obvious commitment to the industry. Use some basic terms we use and work with. Think through possible questions and have answers and examples ready to go, so you aren’t trying to think on the spot. So much of what we do is about being prepared and thinking ahead—this shows you can do that!
[Related: The Z: 4 Tips for Intentional Conversations That Lead to Real Connections]
Carolina Voullième León, Multi-Property Director of Sales & Marketing, Aruba Marriott Resort & Stellaris Casino
My suggestion would be to become familiar with the company you’re interviewing with prior to the interview; that can be reading up on its values, culture, purpose—things like that.
The way I see it, passion starts with understanding. Lots of people say this but remember to show up on time—early even—and dress with intention and confidence because that first impression sets the tone before you even say hello.
Most importantly, just be real. Authenticity and personability stand out more than rehearsed, robotic lines. Remember that your genuine personality and being able to elaborate in detail on your past experiences will be your greatest strengths.
Julian Cable-Treadwell, General Manager, Sheraton Kauai Coconut Beach Resort
My advice when interviewing for your first job in the hospitality industry would be to bring all of your positive energy. Not having experience but showing that you have the energy to learn will go a long way.
Secondly, if you don’t know, you don’t know. As you are starting out in the industry, it is okay to admit this, just make sure you show willingness and attentiveness to the responses.
To wrap it all up, make sure to research. Go into that interview knowing something about the organization and its culture. A few questions in an interview environment will show initiative and interest.
Brett Upchurch, Complex General Manager, The Lodge at Jackson Hole and Wyoming Inn
Employers in hospitality are mostly looking for one thing when hiring an entry-level position: energy.
Bring your personality and be yourself, because when/if you get hired, we will eventually find out whether the employee who shows up each day is the person we interviewed. If you can show up to the interview in a great mood and then bring that to work every day, you are meant for this industry.
Make it clear to your potential supervisor that you are open to feedback and you’re coachable. Great customer service is only in the eye of the beholder, and each property may have different expectations. You need to make it clear that you can adapt and then execute your promise once you get the job.
Good luck, soldiers!
Taylor
Have a question about Gen Z or a topic you’d like to learn more about? Share your thoughts with Taylor at taylor.smith@meetingstoday.com.
Mission Statement: "The Z: Planning for the Industry’s Next Generation" is a Meetings Today column discussing the meetings and events industry’s newest and youngest members—the incoming Generation Z. Written by Meetings Today’s Taylor Smith, a member of Gen Z herself, The Z explores how to welcome, work with, understand and plan for the industry’s next wave of professionals while serving as a guide for members of Gen Z themselves, planners and attendees alike.
Read more from "The Z: Planning for the Industry’s Next Generation."
