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2019 HOTREC ANNUAL REPORT
GLOBAL HOSPITALITY TALENTS –
HOTELCAREER RECRUITING INSIGHTS
How to attract, recruit and retain a global workforce
The hospitality industry offers a wide range of work opportunities all over the world. What are the work motives
and preferences of global hospitality? What do they consider important, what matters less? The hospitality job
boards HOTELCAREER, Caterer.com, CatererGlobal and turijobs, each part of the StepStone Group, wanted to
find out.
More than 22,200 respondents participated in this pan-European wide branch survey. The age ranges from 15
to 65 years plus, career levels from Intern to Chief Executive Officer. Regarding work occupation, the talents’
experience ranges from several months to more than ten years. Their workforce mostly consists of several ethnic
groups, a great share is already experienced in working and living abroad.
At the time of the survey, study participants – male, female and of different nationalities – were split on six
previously defined sectors within the hospitality industry: cruise liners, food service and catering, hotels, pubs
and bars, restaurants, tourism.
In order to conclude how to best attract, recruit and retain a qualified workforce, it is essential to understand the
target group. Employers need to get to know and to understand what most appeals to the candidates they plan
to hire. These days, due to increasing shortage of qualified personnel, employees are aware of their value as well
as of their position. Since employers progressively need good staff, talents raise their expectations – and are less
committed to their actual job, but highly willing to change their situation for the better.
A job to keep?
We are all aware: staff fluctuation in the hospitality industry is notoriously very high and a costly challenge for
employers. Obviously, a great number of hospitality employees all throughout Europe are still looking for their
perfect employment. The present study reveals that a clear majority, 65% of all persons surveyed, intend to
move job soon. Employers do not want to lose their staff right – but statistics tell their own tale. The tendency of
significant openness to future opportunities can be seen by several career levels such as Managers, countries or
even age groups. 22% are uncertain about changing the jobs. By making those employees an indispensable part
of the company, employers can grip those and build a long-term relationship.
Prospects of transnational openness
When asked “How likely is it for you to consider working in another country?”, more than two out of three
hospitality talents on the international level answers “very likely”. Most of the employees in hospitality industry are
less attached to their roots and are willing to relocate when finding their perfect employment. Overall, candidates
within Europe share the opinion, that dealing with formerly unknown cultures by relocating, however, is not only a
matter of countries beyond the border.
Number one in the ranking of the most attractive work countries for hospitality employees is the United Kingdom:
16 % of all survey participants would most likely relocate there to start a new job. The result matches a finding,
presented in the study “Decoding Global Talent 2018”: Great Britain’s capital, London, is the number one city
where the G20 workforce would move for work. Germany and Switzerland, equals 14%, follow.
Motives to work abroad
Attracting good candidates, the more positive aspects employers highlight about a job role, the better. But which
ones? Career progression is a highly motivating factor for candidates to start a new job in a foreign country.
They want to feel challenged and to improve their recent career options. Lower living cost are the least important
motive to move abroad for work.