HOTREC Annual Report 2018-2019

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2018| 2019 HOTREC ANNUAL REPORT | 19
So candidates are clearly conscious where they want to move, why and when. If measures match, employers
have good prospects of attracting their specialists in demand. Knowing about all these preceding facts and
talents’ attitudes, employers find themselves in a strategically beneficial position. Once they are aware of the
great number of hospitality industry candidates, still looking for the perfect match, recruiters can act and grip the
best of them. The ultimate goal, of course, is not only to win candidates, but want them to stay and professionally
develop in a long-run.
Retaining international hospitality talents
The best way for employers to keep their staff loyal and motivated is meeting their demands. Employers need
to create or at least contribute to an environment in which talents enjoy working. Asking hospitality talents, that
means teamwork, flexible working, tasks and work flows as well as interactivity in customer and people contact.
Global career opportunities and diverse and interculturality play an almost equal important role.
Investing in as many of these elements as possible pays off, because loyal, productive employees keep being the
most valuable asset of a company!
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