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New Risposte Turismo European General Manager Survey. Some results:
- Acquiring new talent is the industry’s top challenge
- The right attitude is the most important factor in employee recruitment
- Salary is the most important factor in retaining employees
The study was released in the framework of the 50th Annual Congress of the European Hotel Managers Association (EHMA) in Venice on Saturday 13 April.
The difficulty of finding new talent, the value of the attitudes candidates demonstrate during the recruitment process (motivation, desire to learn and interest in improvement), and the importance of compensation in retaining employees.
These are the key points to draw from “Human Capital Challenges in the Hospitality Industry” The new survey was conducted by Risposte Turismo, a research and consultancy company serving the tourism macro industry, and was published during the 50th Annual Congress of the European Hotel Managers Association (EHMA) in Venice on Saturday 13 April.
The survey was conducted at the end of March 2024 among a sample of more than 120 general managers from 17 European countries, including large hotel chains and independent hotels (accounting for 42% and 58% of respondents respectively). Perspective analyzed human capital in the hospitality industry to identify areas where work needs to be done to support the growth of the industry.
Difficulties in acquiring talents
Research conducted by research consultancy led by Francesco di Cesare shows that finding qualified candidates is the most serious challenge faced by general managers surveyed (62% of the sample). 75% of managers said smaller restaurants (<50 間客房)發現很難或非常難以招募合格的員工。 對於中型飯店(50-200 家),這一比例下降至 64%;對於大型飯店(>200), this proportion dropped to 54%.
If we look at specific roles, the survey shows that professionals with extensive experience in operational roles are the hardest to find (confirmed by 74% of respondents), followed by mid-level managers (62%), junior staff or resources . their first operational role (49%) and senior/senior management roles (44%).
We were delighted to contribute to EHMA’s 50th Annual General Meeting with a dedicated study on human capital management in the luxury hotel sector. the problem analyzed. Recruiting new employees is a strategic aspect of the industry, as human resources and their interactions with guests have a huge impact on a hotel’s overall performance. If Europe – the world’s leading tourist destination – wants to continue to grow, above all providing quality services to tourists must become a priority. Response to the Chairman of the Tourism Bureau
Characteristics that general managers value most when recruiting employees
During the recruitment process, the general managers interviewed stated that the most important factors to them (30%) were the candidate’s attitude (motivation, desire to learn and interest in improvement), advanced experience (25%) and personal values (20%). Only 4% of respondents valued academic qualifications, and not a single respondent mentioned age, indicating that the industry is able to bring in employees with a variety of training backgrounds, abilities and years in the industry.
In order to attract new young talent into the luxury hotel industry, 42% of general managers surveyed believe that raising awareness among young people through social media campaigns is crucial; 23% mentioned the importance of ambassadors’ contribution to the industry; 19% Support the organization of career guidance events in schools, and 13% believe in the importance of reviewing contract terms (this solution is more common in southern Europe than in northern Europe).
The results of the Risposte Turismo survey provide a very useful indication of the human capital challenges in the European hospitality industry. The research highlights long-standing issues that reflect widespread talent shortages across all roles in the industry. The survey analyzes the attitudes, values and experiences of hospitality professionals, revealing their concerns around job satisfaction, work-life balance and career development opportunities. The findings provide a solid basis for addressing the multiple human capital challenges in the European hospitality industry, in line with EHMA’s vision to make the industry more competitive through strategic human resource development actions. EHMA President Panos Almirantis
Salaries, Benefits and Benefits to Retain Talent
The study goes on to analyze the complexities involved in retaining existing employees. A focus on specific factors that encourage employees to stay in the same hotel or hotel chain suggests that the most important are material factors. Compared with 10 years ago, respondents said employees value total annual compensation (82%), company benefit plans and benefits (71%) and career opportunities (61%) more.
In terms of specific professional categories, the most difficult personnel to retain are entry-level employees or resources in first-time operations roles (65% of respondents), who stay at a hotel for an average of about one year. 2.4 years.
This is followed by those in experienced operational roles (47%, with an average tenure of 5.2 years), mid-level managers (26%, with an average tenure of 6.6 years), and finally senior/senior managers (11%, with an average tenure of 6.6 years). 8.4 years in office).
The results of the Risposte Turismo survey also highlight the high turnover of professionals within the industry, with 53% of respondents confirming a high level of employee turnover between different restaurants. 28% of respondents mentioned employees changing jobs from the hotel industry to other sectors in the tourism macro-sector (travel agencies, travel agencies…), while mobility within the same hotel is relatively low (10% of respondents), with employees changing jobs from hotels The same is true for the department’s relationships with other departments (9%).
research has shown,
Caesar continued, Although it may seem easier to retain employees who are already working at a restaurant than to recruit new employees, talent retention is still an important factor for general managers so that they can maintain high quality service. Our analysis also shows that salary, benefits and perks are the factors most likely to convince employees to stay in the workplace. These are the drivers that are emphasized to avoid excessive employee and role turnover.
50th Annual Congress of the European Hotel Managers Association
EHMA, the association representing hotel managers, currently has more than 440 members in 23 countries, covering approximately 400 luxury hotels, 86,000 rooms and 66,000 employees. The 50th Annual General Meeting will be held on Friday, April 12th and Saturday 13th. and Sunday the 14th in Venice, Venice Lido Excelsior Resort Hotel.
The Education Day, held on Saturday 13th, is a key moment in a three-day event in Venice dedicated to human capital management and its role in the luxury hotel business, with the aim of exploring ways to persuade, engage and motivate young people through a full-day program Numerous presentations and roundtable discussions to launch a career in the hotel industry.
The travel industry’s response
Risposte Turismo is a research and consultancy company serving the tourism macro industry. The company has been operating in Italy and Europe since 2001 and specializes in providing project and operational solutions to organizations and companies in the tourism industry.
The company and its President Francesco di Cesare are responsible for consulting, training and the direct conception and management of events and forums (Italian Cruise Days, Adriatic Forum – Cruises, Ferries, Sailing and Yachting and Shopping Tours – Italian Forum) and Specialized activities.
In addition to shopping tourism, the most intensively researched areas include maritime tourism, film tourism (the relationship between movies, tourism and the local area), running tourism, wine tourism and luxury camping, as well as the local impact of major events and destination management.
Anthony Lasalandra
The travel industry’s response
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