With the ongoing labor shortage in the hotel industry, you should listen but not waste your time reading about it. This continued – European and North American crisis presents an unprecedented opportunity for everyone to build their career from the ground up.
As a veteran with a 40-year career, I had to look for a job only once. Opportunities came to me through my network, a global headhunter, and referrals. The one time I was actually actively looking for a job put me on a very different path.
I want to avoid repeating myself, but being in the right company and well-connected is of substantial help. Some colleagues in the early seventies still hold prestigious positions, partially due to their expertise, excellence, and well-managed network.
Veteran hoteliers know that talent has always been an issue in our industry, and we jointly know that abundant talent is available worldwide and at every level. We also agree that Hospitality is not rocket science and that a
Reasonable education and the right attitude are the most important assets required to succeed and become successful if individuals take the proper steps.
One of the many reasons present-day H.R. professionals, especially in Europe, do not find suitable staff is unrealistic expectations, such as requiring a bachelor’s degree for entry-level positions, inflated job descriptions that demand a wide range of skills, and, of course, inadequate pay scales that reflect the value of the work. These are the primary and significant hurdles.
If I were an H.R. manager, I’d have no staffing issues. Throughout my career, I’ve faced similar challenges in quite a few of my hotels, and by breaking away from standard norms dictated by the companies, I was able to provide quantifiable and measurable solutions. Sometimes controversial, but that was ok and later accepted by my superiors.
In those days, managers were solution providers. You solved problems, delivered solutions, and generated revenue. This mindset will open doors and provide abundant opportunities to those following this simple strategy.
The constant complaints about finding suitable employees stem from a whining mentality with a generational component. This mentality is one in which individual performance is no longer leading the way but a path where success is allocated to teams. Of course, this leaves little space for personal performance, and the spirit of competition necessary for growth dies.
For ambitious young hoteliers, this situation is unique. Opportunities for rapid growth are unprecedented. With a well-developed plan, you could become a G.M. within ten years. Are you committed to leading, serving, and generating value for stakeholders? You have a bit of elbow and decisiveness. If so, it’s fair to ask, “What’s in it for me?” While unorthodox for the hotel industry in the past, in 2024, this attitude is the one that helps you to move upward fast. Our industry is ripe with potential for those willing to seize it.
CURRENT STATE OF AFFAIRS
The hotel industry in Europe, and to a lesser extent in the U.S., desperately needs skilled labor. This shortage disrupts core operations, threatening service quality. Many establishments have reduced service hours and reduced amenities, even in the prestigious five-star segment, leading guests to urinate to Airbnb and new hotel brands offering clean rooms with no frills. [The same applies to most other industries; however, Hospitality is a brutal hit]
As of 2024, the U.S. hospitality sector had about 1.5 million unfilled positions, with Germany and the U.K. facing similar numbers. The pandemic is over, but many former hotel employees have shifted to other industries with better pay, stable hours, and improved work balance, a trend Steve Renard, President of Renard International, predicted in 2020.
Senior managers’ job descriptions have changed substantially, especially in Central Europe, where experienced G.M.s are overburdened with clerical tasks. This dissatisfaction leads skilled future managers to leave, causing a decline in service quality. I witnessed this firsthand at a ——–star Hyatt in Germany, where extreme cost-cutting measures, such as reducing staff and services, damaged guest experiences and tarnished the hotel’s reputation.
After 40 years, the hotel industry, except for international companies, has yet to convince young people that Hospitality is a great career. But are they ready to walk the talk? I do not think so. Many perceive it as low-paying, demanding, and needing more career progress. Current strategies need to be filed. Other industries aggressively recruit hospitality graduates and managers for better pay and conditions. Established companies trying to solve labor problems with part-time jobs will fail. To address the labor shortage and improve service quality, companies must offer competitive wages and better work-life balance and invest in training and development programs. It will only work if they commit to this simple step, and the industry will not solve this fundamental issue.
WHAT DOES THIS MEAN FOR YOUR CAREER?
For those from South Asia, the Middle East, and Africa, Europe offers excellent opportunities for training and continued education due to its robust hospitality education system and diverse cultural environment. Provided you have some prior education and language skills, Europe’s solid educational base can give you an edge over the native talent pool.
While the immigration issue remains and represents a bureaucratic anomaly, it can be overcome simply by applying for the correct visa in the respective embassies or working in an international hospitality company through the H.R. ecosystem. How to do this depends on the case, and I help my clients who are eager to move out of their respective countries and look for greener pastures abroad.
For Europeans, the career opportunities are vast, depending on individual career goals. To maximize your career potential, consider moving abroad with a top international company. Spend 2-3 years in Germany, then get on their transfer list. Your learning curve abroad will be exponential, and your understanding of top-quality standards will be eye-opening. Your earning potential will explode —depending on position and location.
Today’s opportunities for young people in the industry have never been better. With little competition, excellent education (Germany, Switzerland, and Austria still have some of the best hotel schools and nice ship systems worldwide), and the ability to speak German, it’s worth considering a career in Germany, Austria, or the German-speaking part of Switzerland. For English Speakers, there is the U.K. and Ireland.
Employees are indeed any companies most valuable asset. It does not matter if they are called employees, talent or any other buzzword. At the end it is real people dedicated to serve not only every guest who arrives but also to the best of their abilties the company they are working for. In my career I did not realize the impact and importance instantly however as time moved on I understood not only the concept but enjoyed coming up with always new ideas to motive, inspire, teach and lead. For you, as a young professional, it is important to grasp this reality the sooner the better. Your team will be your support in your aspiration and growth.
My advice is simple: aim for a 4- or 5-star hotel position if you have real ambitions. This is the first requirement. Just looking for a pay-check and a job without really having a plan is not ambitious. However, this is the attitude of many young people today, and this is where you find your chances. Then make sure, to look after your people. Be human, not just a system and process person. To many around in these days. And last not least, inspire your team. They look for leadership, someone who shows them a goal. And then let them loose, they will find a way! Remember, as a leader, you have the power to inspire and guide your team. Your actions and words can make a significant impact on your and their professional growth and success!
Contact me anytime with your questions regarding your resume. I’ll respond within two days and schedule a constructive call. There’s no charge for this; I can provide references for my services.
Wish You the Best,
Helmut
With my Mentor ,Raymond Bickson former CEO of IHCL and now Principal of Bickson Hospitalty in New York, N.Y.