Attracting talent in tourism: a major challenge
The tourism sector faces a major challenge in attracting talent. This challenge affects both the quality of service and the sustainability of the tourism industry.
Known for its rich culture, gastronomy and natural beauty, Spain has long been a top tourist destination. Madrid attracts millions of visitors each year. However, the sector is experiencing a shortage of qualified talent, raising concerns for both employers and stakeholders.
Causes of the problem
Industry perception: jobs in the tourism sector are perceived as temporary or low-skilled, which deters potential qualified employees.
Working conditions: working conditions, which often include irregular hours, seasonality and low wages, can be a deterrent. This is particularly true for young professionals seeking stability and career development.
Training and development: there is a gap between the skills provided by educational institutions and the real needs of the sector. The lack of specialized training and professional development opportunities limits the availability of highly skilled talent.
Impact of COVID-19: The pandemic has exacerbated these problems, with significant job losses and a disruption in the continuity of careers in tourism. This has led to a migration of talent to more stable sectors.
Potential solutions
Improve the image of the sector: it is essential to change the perception of tourism as a career. This could include marketing campaigns and raising awareness of long-term career opportunities.
Incentives and working conditions: offering better salaries, benefits and working conditions can attract and retain talent, as well as establishing compensation policies for atypical working hours. In addition, creating more stable roles with promotion possibilities can be attractive to young people. Innovate roles to improve productivity.
Partnerships with educational institutions: collaborating with universities and training centers to develop programs that reflect the current needs of the sector can help close the skills gap. This alignment between education and labor needs requires constant dialogue between companies in the sector and academic institutions.
Training and professional development: investing in the training and continuous development of employees not only improves skills, but also increases loyalty and job satisfaction.
Adaptation to new technologies: encouraging the adoption of cutting-edge technologies and training in these areas can attract a younger, technically savvy generation.
Promotion of professional certifications: promoting the recognition and attainment of certifications that accredit specialized skills, raising the professional profile within the sector.
Diversity and inclusion strategies: implementation of work practices that promote an inclusive and diverse environment, attracting a wide range of talent.
★ AWARD-WINNING PROJECTS TO BE INSPIRED BY
TRAVELING FOR HAPPINESS
People Management Award 2022
ILUNION HOTELS
Awarded for its initiative "For a positive social change", focused on equality and inclusion in working life, with campaigns aimed at transmitting to customers its commitment to the inclusion of people with disabilities.
Attracting talent in the local and national tourism sector is a multifaceted challenge that requires a holistic approach. Changing the perception of the industry, encouraging relevant training and adapting to new technologies are crucial steps to ensure that Spanish tourism continues to thrive, guaranteeing excellence through a trained and motivated workforce. With these changes, the industry will be able to attract talent, as well as drive a sustainable and resilient recovery.