The talent wars. Staff retention concerns. The Great Resignation.
It is fair to say that every industry has seen its workforce hit by COVID-19.
In particular, the travel industry must look at ways to entice staff back and attract the next generation of travel consultants. With staff levels less than before the pandemic, many travel agencies struggle to handle the increase in bookings.
As we move forward, the world is changing, as are our spending habits, attitudes, and priorities.
Workers look at their organisations and want a different employee experience that embraces health, well-being, and flexibility.
As an employer, you must recognise the need to change and adapt to innovative approaches whilst searching for new team members and retaining existing top talent.
Chief Financial Officer at Flight Centre, Adam Murray, says, “As an industry, we need to sell the excitement of working in travel to target the next generation.”
Bal Dhesi, Head of HR (Human Resources) and Caryl King, travel and hospitality advisor, explores some ideas that can help the travel industry struggling to attract new talent to join their workforces.
Get back to grassroots
Have you considered getting involved with local schools or universities?
Connecting with children early by delivering career talks and offering work experience for students can help encourage their first steps on a potential career path within the industry.
Targeted recruitment to attract talent
Are you looking to hire people with specific skill sets or technical experience?
Approach and tailor your recruitment plan to promote to your target audience.
For example, if you wish to entice individuals on a ‘career break’ to come back to the workforce, look at offering a return-to-work programme.
Alternatively, consider engaging with people contemplating a career change and embrace transferable skillsets.
Another idea is to utilise specific social media channels. You could promote roles and opportunities through TikTok or Instagram.
Review internal processes
Honestly, are your systems still fit for purpose?
A critical review of all your internal processes could help improve your organisation.
The pandemic has opened opportunities for hybrid working, allowing you the opportunity to hire talented team members from further afield.
However, you will need to ensure that your remote onboarding processes are an effective way for new staff to settle into your organisation.
Added value
The cost-of-living crisis impacts everyone right now. Are there alternative ways to offer support to your staff?
Consider hosting financial well-being talks or introducing health cash plan schemes.
Remind employees of any existing benefits available. Not everyone will realise what you already have in place that may help.
Can you collect feedback from employees?
The travel industry placed many operators on furlough, and unfortunately, not everyone returned to the industry.
If possible, consider speaking to past and present employees. Gathering feedback from informal conversations or exit interviews can provide useful insights for future changes.
Look for areas of improvement that would make your business a more appealing place to work.
Employers in every sector are working harder and smarter to recruit new staff and retain talent. Look at your employee experience and apply an integrated and comprehensive approach to recruitment.
Do you work in the travel industry and want help attracting talent? Talk to Bal and arrange a free HR Health Check.
As the travel industry bounces back after the pandemic, Caryl King is advising travel agencies, independent operators and hoteliers on how to meet all accounting and compliance requirements. We are the go-to business advisors for the travel industry.
If you would like a free consultation with our travel and hospitality experts, contact us at info@wildercoe.co.uk
