Millenials in Hospitality
Posted on April 12, 2013 by TNS Consulting Team (via Scott Spayd)
Just as any other industry, the hospitality industry faces many of the same challenges with multiple generations in the workforce. However, some admit that finding great talent within the Millenial (or Generation Y) group can be difficult. One might think that many positions in the hospitality industry would be a great fit for a young adult as it is common to begin with little experience and to receive on-the-job training (except for upper level positions). It could also be beneficial for college students to work in the hospitality industry as seasonal employees during breaks from school while gaining business experience. So why is it still so hard to find and, more importantly, keep Millenial employees?
The fact of the matter is that Millenials are more and more frequently seeking a college degree or graduate degree in a specific field. Because of this, many Millenials would be likely to seek co-ops and internships that are very closely related to their field of study that give them relevant experience for their future career. Now, since such positions are in short supply, those who do choose to work in the hospitality industry may do so begrudgingly and only “for now.” The solution for this is complicated because if a business needs workers, the management may not be in a position to be very selective of who it hires. The answer lies in communication.
What many inexperienced professionals may not understand is that, while they may not have the most obvious or ideal position that leads to their dream career, every work experience teaches employees something. This is especially true in the hospitality industry in which typical work involves customer service, planning, coordinating, organizing, and working closely with others. These skills, while somewhat general, are essential and desirable in any organization regardless of where they were developed. Moreover, employers are more often looking for employees with diverse experiences that allow new perspectives to shine rather than hire employees that all have the exact same background.
If this message is delivered to hospitality employees that may be looking to move on to a different career track, perhaps hearing this would cause them to consider the value in the unique experiences gained in hospitality.
Cairncross, G., & Buultjens, J. (2007). Generation Y and work in the tourism and hospitality industry: Problem? What problem? Centre for Enterprise Development and Research, 9, 1-21