How to hire a hotel night auditor

How to hire a hotel night auditor, step by step

Here's a step-by-step hotel night auditor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a hotel night auditor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new hotel night auditor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a hotel night auditor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a hotel night auditor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a hotel night auditor that fits the bill.

   Here's a comparison of hotel night auditor salaries for various roles:

   Type of Hotel Night Auditor	Description	Hourly rate
   Hotel Night Auditor	Information clerks perform routine clerical duties such as maintaining records, collecting data, and providing information to customers.	$12-18
   Front Desk Representative	A front desk representative is responsible for welcoming guests, processing their reservations, and responding to their inquiries and concerns. Front desk representatives perform various administrative and clerical duties as needed, ensuring customer satisfaction to generate revenues and increase profitability, as well as keeping the company's good reputation for clients' loyalty... Show more	$10-17
   Guest Relations Representative	Guest relations representatives are professionals who are responsible for providing excellent customer service to customers of a hotel or other establishment. These representatives are required to assist the front office manager in mentoring and developing front office associates by contributing valuable feedback and suggestions for improvement... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Reservations
   • Customer Service
   • Guest Service
   • Guest Satisfaction
   • Cash Handling
   • Audit Reports
   • Room Availability
   • Room Rates
   • Guest Complaints
   • Hotel Guests
   • Computer System
   • Room Charges
   • Hotel Services
   • Guest Rooms

   Check all skills

   Responsibilities:

   • Operate hotel switchboard, take calls and provide information and transfer calls and manage accurate accounting of all rooms.
   • Process & reconcile wholesaler reservations.
   • Check account information and charges with every reservations and finding solutions to any current reservations before night audit.
   • Receive outstanding weekly performance evaluations in the areas of job knowledge, dependability, resourcefulness and overall professionalism.
   • Operate PBX console and rout calls to appropriate personnel.
   • Construct and efficiently maintain daily confidential business reports for Marriott.

3. Make a budget

   Including a salary range in your hotel night auditor job description is one of the best ways to attract top talent. A hotel night auditor can vary based on:

   • Location. For example, hotel night auditors' average salary in oklahoma is 49% less than in new york.
   • Seniority. Entry-level hotel night auditors 36% less than senior-level hotel night auditors.
   • Certifications. A hotel night auditor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a hotel night auditor's salary.

   Average hotel night auditor salary

   $15.43hourly

   $32,094 yearly

   ---

   Entry-level hotel night auditor salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a hotel night auditor job description

   A good hotel night auditor job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a hotel night auditor job description:

   Hotel night auditor job description example

   Part-time starting at $13 per hour. 5pm - closing
   
   Chick-fil-A Battlefield Blvd. is looking for exceptional individuals to help serve up an exceptional product. In this fast-paced environment, we need highly talented and energetic applicants. The Hospitality Professional/BOH position is responsible for ensuring food is safely and correctly prepared. This position is responsible for creating a perfect Chick-fil-A product that upholds the brand’s standards.
   Benefits
   • Sunday’s off
   • Competitive pay
   • Advancement opportunities
   • Scholarships Requirements/Responsibilities Education and Experience
   • High School Diploma or GED minimum (required)
   
   Availability
   • From 5:00 pm until closing
   • Available at minimum 25 hours per week
   • Must be available Monday through Saturday
   
   Physical Requirements
   • Standing for long periods of time
   • Kneeling
   • Lifting heavy objects
   • Working in hot environments with hot machines
   
   Other Requirements
   • Maintain a positive attitude and a positive environment
   • Able to function in a high-stress environment
   • Able to multitask
   • Good decision making
   • MUST BE AT LEAST 16 YEARS OF AGE
   • Good references are required
   • Keeping the reputation of the brand
   • Following all policies and procedures
   • Able to maintain a fast pace for several hours
   • Must have reliable transportation Special Instructions Please do not send any emails, resumes, or call.
   We are making it really easy to apply for this position.
   
   Simply submit a ZippyApp application package which may include the Common Employment Application, Resume, and a Cover Letter. In your Cover Letter, please write a short paragraph describing yourself and why you would make a great addition to our team. ZippyApp is the Common Employment Application for online and mobile that allows you to apply for jobs with one click, and is being accepted at a growing number of businesses each day.

   Copy this example

   

5. Post your job

   There are a few common ways to find hotel night auditors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your hotel night auditor job on Zippia to find and recruit hotel night auditor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting hotel night auditors requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new hotel night auditor

   Once you have selected a candidate for the hotel night auditor position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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