The travel industry is facing significant recruitment challenges due to uncompetitive pay structures. To address these issues, firms are urged to revisit and enhance their employee benefit packages.
As salaries remain one of the most pressing challenges, experts suggest a thorough assessment and improvement of remuneration packages, including innovative benefits, to attract and retain talent.
Current Recruitment Challenges in the Travel Industry
Recruitment within the travel sector remains challenging, primarily due to uncompetitive pay and benefits. Despite an average salary increase of a fifth since pre-Covid, the sector still struggles to attract new talent. Employment experts have highlighted remuneration as one of the largest hurdles in the industry.
According to C&M Travel Recruitment, average salaries rose by 11.6% year on year to £34,156 in 2023. Despite this, the uneven salary increases, particularly at the lower end of the pay scale, continue to deter potential employees.
Managing Director Barbara Kolosinska has warned about the sector’s inability to attract new talent if the current pay practices persist. She indicates that failure to increase salaries competitively could result in a loss of talent.
Importance of Comprehensive Benefit Packages
Kolosinska mentions that candidates are increasingly focused on complete benefit offerings. The demand for distinct advantages such as discounted healthcare or extra time off surpasses that of mere salaries.
These benefits play a pivotal role in job selection for many candidates, surpassing traditional salary concerns in their decision-making process.
Strategies for Enhancing Sector Attractiveness
Employers should focus on offering travel-related benefits to appeal to those genuinely passionate about the industry. HR expert Claire Steiner suggests a travel fund as a potential attractive benefit.
Steiner emphasises that the essence of the travel sector is its inherent appeal to those who love travelling. Thus, highlighting travel opportunities within benefit packages could rekindle interest and loyalty among potential hires.
According to Steiner, it’s frustrating that more resources are invested in marketing to clients than prospective employees. Companies should apply best practices from consumer engagement to enrich their employment offers.
Addressing Salary Discrepancies
Salary inequality is a growing issue, with salaries not rising uniformly across the travel industry. This inequity primarily affects those earning between £22,001 and £29,999, with only marginal increases noted in recent years.
C&M Travel Recruitment highlights a critical need to address these disparities, as lower-end salaries have only grown by just under 1% in the past year and by 4.6% over the last five years.
Employee Engagement and Retention Strategies
Ami Naru from Travlaw advocates for improving benefits as a smart approach to making the sector more appealing. She believes it’s crucial to understand why people are drawn to this industry and build on that.
According to Naru, companies may find it challenging to match salaries from other sectors, so focusing on unique industry-specific perks can be a valuable strategy.
Steiner echoes this sentiment and calls for travel companies to focus more on employee engagement strategies that have proven successful elsewhere, suggesting a reevaluation of internal assessments and reviews.
Competitive Edge Through Enhanced Benefits
The travel industry must evolve to remain competitive in the job market. Steiner and other experts advise companies to look at consumer reviews and align them with employee feedback for a comprehensive approach.
Such alignment could enhance employee engagement and retention, providing a competitive edge in the recruitment landscape. Companies need to ensure their employment packages are as appealing as their consumer offerings.
Concluding Thoughts on Recruitment Challenges
The recruitment struggles faced by the travel industry underline the urgent need for competitive salaries and comprehensive benefits. Embracing holistic employee packages will be essential to overcome these hurdles and secure a robust workforce.
The travel sector’s recruitment issues stem largely from outdated remuneration practices. By revising and enhancing benefits, companies stand a better chance of attracting and retaining the talent needed to thrive in a competitive market.
