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How to hire a reservation supervisor

Reservation supervisor hiring summary. Here are some key points about hiring reservation supervisors in the United States:

  • In the United States, the median cost per hire a reservation supervisor is $1,633.
  • It takes between 36 and 42 days to fill the average role in the US.
  • Human Resources use 15% of their expenses on recruitment on average.
  • On average, it takes around 12 weeks for a new reservation supervisor to become settled and show total productivity levels at work.

How to hire a reservation supervisor, step by step

To hire a reservation supervisor, you should create an ideal candidate profile, determine a budget, and post and promote your job. Here's a step-by-step guide on how to hire a reservation supervisor:

Here's a step-by-step reservation supervisor hiring guide:

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

    Before you post your reservation supervisor job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a reservation supervisor for hire on a part-time basis or as a contractor.

    Determine employee vs contractor status
    Is the person you're thinking of hiring a US citizen or green card holder?

    Hiring the perfect reservation supervisor also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

    This list shows salaries for various types of reservation supervisors.

    Type of Reservation SupervisorDescriptionHourly rate
    Reservation Supervisor$14-24
    Supervisor, Patient AccessA patient access supervisor is a professional who is responsible for supervising a health facility's patient registration, inpatient and outpatient, the financial counseling division, central scheduling, and the PBX department. Patient access supervisors must ensure that high-quality service for patients is achieved as well as the accuracy of information... Show more$14-32
    Account SupervisorThe primary job of accounting supervisors is to manage the daily operations of a company's accounting department. They are responsible for leading a team of accountants and overseeing the company's marketing strategies and campaigns... Show more$30-53
  2. Create an ideal candidate profile

    Common skills:
    • Reservations
    • Front Desk
    • Booking
    • Guest Service
    • Phone Calls
    • Reservation System
    • Room Reservations
    • Guest Satisfaction
    • Quality Standards
    • Room Availability
    • Guest Issues
    • Computer System
    • Room Blocks
    • Hotel Services
    Check all skills
    Responsibilities:
    • Manage domestic and international reservations, corporate and private accounts, credit card authorizations, and discrepancy resolutions.
    • Manage facility procedures relate to insurance and billing and solve patients' queries regarding their insurance renewal and expiry.
    • Take calls in reservations and PBX to help with high call volume.
    • Follow up on reservations make for guests to confirm if booking is still valid as booked.
    • Work closely with the sales department to enter all group contract, rooming list, VIP reservations, etc.
    • Process new group booking recaps, room lists, and changes with meeting planners.
  3. Make a budget

    Including a salary range in your reservation supervisor job description is a great way to entice the best and brightest candidates. A reservation supervisor salary can vary based on several factors:
    • Location. For example, reservation supervisors' average salary in south carolina is 45% less than in new york.
    • Seniority. Entry-level reservation supervisors earn 39% less than senior-level reservation supervisors.
    • Certifications. A reservation supervisor with a few certifications under their belt will likely demand a higher salary.
    • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a reservation supervisor's salary.

    Average reservation supervisor salary

    $40,321yearly

    $19.39 hourly rate

    Entry-level reservation supervisor salary
    $31,000 yearly salary
    Updated December 19, 2025
  4. Writing a reservation supervisor job description

    A reservation supervisor job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a reservation supervisor job description:

    Reservation supervisor job description example

    1.Responsible for supervision of Reservation and PBX personnel.

    2.Responsible for answering calls in the reservation and PBX Que when needed

    3.Contributes towards creating and maintaining the spirit and positive attitude of staff.

    4.Responsible for the knowledge and implementation of Hotel policies and procedures.

    5.Ensures accuracy in all reservation bookings and processed ticket sales.

    6.Provides updated information for department.

    7.Consistently monitors and controls call volume.

    8.Available to all agents/operators for assistance during each shift.

    9.Schedules breaks for the area.

    10.Completes observations and performance evaluations in a timely manner.

    11.Oversees response to department emails.

    12.Enters daily information in supervisors pass down emails

    13.Meets attendance and tardiness standards.

    14.Be knowledgeable of and consistently follow Nugget policies and procedures

    15.Performs work in a safe manner and always maintains a safe environment for fellow employees and guests alike.

    16.Immediately reports unsafe conditions and employee or guest accidents to a Manager or Security.

    17.Always Maintains a positive and professional image for the Nugget when performing duties or representing the Nugget and encourages others to do the same.

    18.Other duties and responsibilities as assigned.


    RELATIONSHIPS: Reports to Reservations/PBX Manager.

    PREFERRED BASIC REQUIREMENTS:

    EDUCATIONAL LEVEL:

    High school graduate or equivalent.

    LANGUAGE:

    Able to effectively communicate with others using the English language.

    EXPERIENCE:

    Supervisory experience and previous experience as a reservation agent.

    SPECIAL SKILLS:

    Excellent communication skills. Typing experience required and Microsoft Office experience preferred.

    PHSYICAL DEMANDS ANDWORK ENVIRONMENT

    Ability to walk, stand, or sitfor long periods of time

    Ability to lift, move, push,pull items up to 40 lbs.

    Fine finger manipulation.

    Work environment may includesmoke and variable temperature, lighting, and noise levels.

    Work may be performed indoorsand outdoors during special events.


    Company DescriptionNugget Casino Resort in Reno began operations in 1955 as a coffee shop across the street from our present location. Throughout the years, the Nugget has become a premier Hotel/Casino Resort in the Reno/Tahoe area. We have over 1,500 rooms, eight award-winning restaurants, 110,000 square feet of convention space, a world-class spa and over 2,000 employees.

    Today, the resort offers a competitive benefits package in a fun and friendly setting. We have a sterling reputation for the friendliest employees in the industry, who strive to provide the very best in guest services. Work for the best, come to the Nugget!
  5. Post your job

    To find the right reservation supervisor for your business, consider trying out a few different recruiting strategies:

    • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
    • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with reservation supervisors they would recommend.
    • Recruit at local colleges. Attend job fairs at local colleges to recruit reservation supervisors who meet your education requirements.
    • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.
    Post your job online:
    • Post your reservation supervisor job on Zippia to find and recruit reservation supervisor candidates who meet your exact specifications.
    • Use field-specific websites.
    • Post a job on free websites.
  6. Interview candidates

    Recruiting reservation supervisors 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.

    Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to 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 reservation supervisor

    Once you've selected the best reservation supervisor candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

    It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

    After that, you can create an onboarding schedule for a new reservation supervisor. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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How much does it cost to hire a reservation supervisor?

There are different types of costs for hiring reservation supervisors. One-time cost per hire for the recruitment process. Ongoing costs include employee salary, training, onboarding, benefits, insurance, and equipment. It is essential to consider all of these costs when evaluating hiring a new reservation supervisor employee.

Reservation supervisors earn a median yearly salary is $40,321 a year in the US. However, if you're looking to find reservation supervisors for hire on a contract or per-project basis, hourly rates typically range between $14 and $24.

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