The preferences of young talent in the tourism sector
| TALENT
The tourism sector is one of the sectors that generates the most employment in Spain. This is reflected in the data: 2023 ended with 2.67 million jobs, growing by 2.3% compared to the previous year, constituting 12.6% of the total employment generated in Spain, according to the Labor Market Yearbook 2024 by Adecco.
Tourism companies face new challenges in attracting and retaining young talent, which is part of a generation with new demands and job expectations. In Madrid, the epicenter of business and leisure tourism, the preferences of young talent are key to maintaining the competitiveness of companies in the sector. These demands focus on aspects such as labor flexibility, professional development and commitment to sustainability.
Professional development and flexibility
Young people prioritize continuous learning and the development of new skills when choosing a job. Nearly three-quarters of respondents to the Randstad Workmonitor 2024 value that the company offers training and development opportunities, with Generation Z and millennials reaching figures of 80% and 79% respectively.
Young people are looking for companies that offer opportunities for training and growth within the organization. In Madrid, where many tourism companies are headquartered, training programs, paid internships and career plans are essential to retain these professionals.
Another of the factors that young people value most when choosing a company in the tourism sector in the capital is labor flexibility. Teleworking and flexible schedules, accelerated by the pandemic, have changed workers' expectations. According to the same study, 51% of young people between the ages of 18 and 25 in Spain prefer companies that offer flexibility, both in terms of working hours and the possibility of working remotely.
This connects to another relevant point for young talent: the importance of work-life balance. Younger generations highly value the possibility of balancing their work and private life. According to the Adecco study, 70% of young people in Spain consider work-life balance to be a determining factor when choosing a company.
Sustainability and a diverse corporate culture
Commitment to sustainability is an emerging value that is becoming increasingly relevant in the tourism sector and among young people seeking to work in companies with a clear environmental conscience. According to the Global 2024 survey of millennials and Generation Z62% of young Spaniards are looking to work in a company that has solid sustainability policies. In Madrid, many tourism companies are implementing initiatives such as reducing single-use plastics, saving energy and offering sustainable tourism experiences, which allows them to attract a more committed young profile.
Corporate culture also plays a crucial role. Young people are looking for companies with a collaborative, innovative work environment that encourages diversity. According to a ManpowerGroup report, 62% of young people in Spain want to work in an environment that promotes innovation and diversity, and many companies in the tourism sector are adapting their cultures to meet these expectations.
Finally, salary and benefits continue to be important factors, although not always the most decisive. Young people are looking for competitive salaries, but they also value social benefits, health insurance and transportation facilities.
How the hotel industry can attract young talent
Training and mentoring programs
Designing training and mentoring programs that give new hires the opportunity to acquire new skills and advance their careers is critical. Connecting young employees with more experienced professionals will allow them to learn and receive personalized guidance.
Good working environment
Encouraging collaboration, open communication and a culture of recognition will help create a positive and healthy work environment, which is essential for young talent to feel committed to the organization.
3. Work and schedule flexibility
Offering flexible scheduling and remote work options for those positions where it is possible will provide the ability to balance work and personal life, which will increase team satisfaction, efficiency and engagement.
4. Growth and constant feedback scheme
Workers want to know what opportunities they have to grow. Establishing a regular review and feedback process can strengthen the relationship with the organization.
5. Focus on innovation and new technologies.
Adopting new technologies and training in these areas can help attract a younger generation.
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In conclusion, the preferences of young talent in the tourism sector in Spain, and specifically in Madrid, are marked by a mix of flexibility, sustainability, professional development and personal well-being. Companies that are able to adapt to these changes and offer conditions in line with the demands of the new generations will be able to attract the best professionals and ensure their long-term sustainability and success.