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With more than 112,000 open positions waiting to be filled, solutions to the hospitality industry’s staffing shortage may have always been obvious, urging us not to reflexively throw away resumes but to explore alternative recruitment strategies and embrace a diverse talent pool.1
People in their 50s take twice as long to find a job as older candidates are often overlooked due to misconceptions about their productivity, adaptability, working life and health.2 However, research has found no evidence that younger, more recent employees make larger shifts than their more senior colleagues.3
With 197,000 retirees considering re-entering the workforce last year, there is plenty of talent, but to capture their wealth of experience and unparalleled work ethic, we need to create a hospitality industry that welcomes older applicants.
Eliminate unconscious bias
The average age of hotel employees is between 20 and 24 years old.4 However, as an industry we are not doing everything we can to reduce the age of our workforce. The unfortunate reality is that unconscious bias affects us all and we often don’t notice it unless we’re on the front lines. For example, a recruitment campaign targeting recent graduates may seem innocuous, but will those who are excluded from exploring opportunities feel the same way? To eliminate these biases and create a positive work culture for everyone, a comprehensive review of internal and external policies, processes and information is needed.
One of the policies considered should be flexible work arrangements, as strict policies tend to have a disproportionate impact on older people. These candidates have other commitments – children and grandchildren to care for, additional roles within the community, and social activism that they are unwilling to compromise. They have earned this right after years of service. If businesses hope to capitalize on their wealth of experience, they need to embrace flexible schedules and remote work requests that allow seniors to balance work schedules and lifetime commitments.
Encouraged to apply
But businesses can’t open their doors and expect the crowds to come, especially without any effort from the marketing department. Currently, only 4% of people over 60 are advertised, despite making up a third of the population.5 This does not dispel the image of the hospitality industry as anti-social, physically demanding and inflexible, with 68% of over-50s having doubts about working in the industry.6
Age-inclusive marketing campaigns – such as McDonald’s 2023 recruitment campaign, which featured a silver-haired employee “Not the retirement type”—can work wonders to dispel such assumptions. However, words alone will not attract experienced workers. This requires action. Here, the government’s “reshoring” program, which funds the training and development of talent over 50, can serve as a blueprint. With skills camps to refresh knowledge for those returning to the workforce, apprenticeship programs not just for fresh-faced talent, and sector-based job academy programs for those seeking new experience, the hospitality industry can recruit those who are not so good at it. people. The preparation ends here.
Make the most of the experience
The hospitality industry is facing a staffing crisis, but older candidates offer more than just a chance to make up the numbers. They offer five-star problem-solving skills, exceptional customer service, and the ability to remain calm under pressure, abilities that can only come from decades in the industry. Research shows that half of Gen Z employees in the hospitality industry plan to quit their job within four years, and such experiences will become harder to find.7
However, providing young people with experienced talent could change the fortunes of the hospitality industry. As well as instilling a sense of commitment and professionalism, these older colleagues will have many stories to tell and lessons to pass on, helping young people realize that this industry is more than just a stopgap on a resume. For those new to the industry, this kind of guidance can make a big difference. For example, Berg Island’s Chief Concierge, Simon James, would never have been there without the support of Tony Facciolo, a respected concierge with an unwavering commitment to guest service. It is possible to gain a foothold in the hotel industry.
Staffing shortages or not, the benefits of recruiting an older generation cannot be overstated. Experience, mentorship and a valuable work ethic should be qualities every business strives for, but hospitality takes work if it’s to attract these top candidates.
1. https://www.thecaterer.com/news/hospitality-job-vacancies-fall-pre-pandemic-levels
2. https://www.peoplemanagement.co.uk/article/1826672/50s-twice-long-rest-workforce-find-new-employment-study-finds
3. https://financialpost.com/financial-times/older-workers-arent-less-productive
4. https://www.caterer.com/recruiter-advice/how-to-engage-the-next- Generation-of-hospitality-workers
5. https://www.marketing-beat.co.uk/2023/08/22/data-over-60-adverts/
6. https://restless.co.uk/press/over-50s-hospitality/
7. https://www.publicsectorfitting.co.uk/in-depth/stay-nimble-research-reveals-gen-z-turning-backs-long-term-hospitality-jobs
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