Talent Management in tourism and hospitality industries’ recruitments
Tanskanen, Oona (2023)
2023
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2023122038732
https://urn.fi/URN:NBN:fi:amk-2023122038732
Tiivistelmä
The employment in tourism and hospitality industries has been undergone an immersive transformation, as COVID-19 pandemic forced the business to adjust to the restricted business environment. The situation forced businesses to terminate contacts, lay off staff, and some of the businesses bankrupted. The situation has not returned the same, and there are identified slowing factors to the recovery. There has been issues
especially with high staff turnover and lack of talented applicants. The aim was to research how the companies in tourism and hospitality industries have tackled the challenging recruitment situation. It was also researched, how the supportive human resource functions are utilized in the industries.
There was conducted qualitative research to gain insight from the current state of the recruitments. Semistructured interviews were used as data collection method. Interviewees selected were staffing agencies’ recruitment professionals who work with tourism and restaurant recruitments. The interviewee selection based on the position of the interviewees, as they work with the recruitment situation over organizational boundaries and they also collaborate with the employee, and employer parties.
As results, the key issue was identified the challenge to find the talented applicants and working condition related attraction issues. There were discussions about the ways to manage and treat employees to meet the gap in employees’ expectations. As a conclusion was discussion about the definition of a talent in tourism and hospitality industries, as the emphasis in the recruitments is currently in the prior work experience.
There was presented a suggestion to adapt to the current situation in the employee markets and increase the collaboration between the actors in the industries. The competition is suggested to exceed the industry limits and demand the actors in tourism and hospitality to work towards a common goal to increase attractiveness together. As a part of the industry attraction work should be also increased collaboration in between the employer party and schools, so that the education’s value could, in some extent also increase the attractiveness.
especially with high staff turnover and lack of talented applicants. The aim was to research how the companies in tourism and hospitality industries have tackled the challenging recruitment situation. It was also researched, how the supportive human resource functions are utilized in the industries.
There was conducted qualitative research to gain insight from the current state of the recruitments. Semistructured interviews were used as data collection method. Interviewees selected were staffing agencies’ recruitment professionals who work with tourism and restaurant recruitments. The interviewee selection based on the position of the interviewees, as they work with the recruitment situation over organizational boundaries and they also collaborate with the employee, and employer parties.
As results, the key issue was identified the challenge to find the talented applicants and working condition related attraction issues. There were discussions about the ways to manage and treat employees to meet the gap in employees’ expectations. As a conclusion was discussion about the definition of a talent in tourism and hospitality industries, as the emphasis in the recruitments is currently in the prior work experience.
There was presented a suggestion to adapt to the current situation in the employee markets and increase the collaboration between the actors in the industries. The competition is suggested to exceed the industry limits and demand the actors in tourism and hospitality to work towards a common goal to increase attractiveness together. As a part of the industry attraction work should be also increased collaboration in between the employer party and schools, so that the education’s value could, in some extent also increase the attractiveness.