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Hospitality
Graduate Survey Results for 2011 Demonstrates Primary Interests
Remains with Hotel Operations
Additionally Culinary Department Interest is on the Rise
By Jeff Ross, Managing Director, Hospitality Graduate Recruitment April 2011 LUZERN, SWITZERLAND - In 2010 HGR conducted a survey of various hospitality recruitment topics, and the results were extremely well received within the industry globally. This prompted us to repeat the exercise, and to draw comparisons and conclusions from the data in 2011 versus 2010. This year, the survey was sent to a sample of 1000 recent international hospitality graduates and 500 current students from 50 different international hotel schools in Europe, Asia and the Middle East. Below is a snapshot of our findings. A)
When asked to rank the factors of greatest importance when choosing a
future employer, participants selected the following:
B)
When asked to choose the level of role that they felt was most suitable
to their experience (at time of graduation), participants responded as
follows:
C) When asked
to rank the geographical area of interest (by continent) for their
first role after graduation, participants responded as follows:
Europe continues to be by far the most attractive destination for students and graduates yet remains one of the harder locations in terms of visa and work permit restrictions (for non-EU nationals). This is nothing new, and is always likely to cause a lot of disappointment to non-EU national hospitality graduates seeking to start or develop their career in Europe. D) Participants
were asked if they were currently considering further education rather
than employment.
E) Participants
were asked if they were currently considering employment outside of the
hospitality sector.
F) Participants
were asked how they would rate the general level and quality of
response from international hospitality employers to job applications
that they had made in the last 6 months.
Online talent management IT systems most definitely contribute to this candidate dissatisfaction, where pre-scripted automated responses are the norm, and it is increasingly hard to deal with a human being. HGR sympathizes with both parties on this topic, and is well experienced on seeing the often poor quality of job applications, but equally on witnessing the poor or non-existent employer response to job applications and other correspondence. There is no doubt that most of the big hotel chains are under resourced in their (often centralized) Human Resources and Recruitment departments, and employee turnover has been worryingly high in the last 5 years in these key senior management HR roles generally. Resourcing continuity has unquestionably been damaged in those organisations where this has been the case. G) When asked
to select the department of interest for their first role (at time of
graduation), participants responded as follows:
ABOUT HOSPITALITY GRADUATE RECRUITMENT (WWW.H-G-R.COM) Hospitality Graduate Recruitment (HGR) helps global hospitality employers find hotel school students and alumni for entry level, supervisory, trainee and junior management positions. HGR operates a leading website which allows you to search for candidates and allows students and alumni to apply online to vacancies. HGR works with over 300 partner hospitality management schools internationally, offering an extensive and diverse network of fresh talent. Visit www.h-g-r.com/employer for more information or contact Jeff N Ross, Managing Director, Hospitality Graduate Recruitment, Luzern, Switzerland, [email protected] Should you have suggestions for future questions or themes to be included in this regular survey, please do send them to us for consideration. |
Contact:
Jeff Ross |
Also See: | Hotel
Jobs at Risk: Credit Crunch Likely to Impact Human Resource Continuity
/ Jeff Ross/ October 2008 |
Co-ops, Consortiums, and Clusters; Pros, Cons, and Cautions For Hotel Owners / Ronald A. Nykiel and James C. Makens / February 2005 |