Graduates complain about work experience job hurdle


ne of the biggest challenges facing new graduates wanting to work in

the travel industry is meeting employers’ demands for two years’ experience, according to Abta intern Charlene Pink. Pink, who will be working for

Abta during July, said the difficulty was finding travel companies willing to give students the placements they need to obtain a job once they have qualified and have leſt college or university. Speaking during a panel

discussion at Abta’s Future Skills in Travel and Tourism seminar, she said: “Employers are looking for higher levels of experience than I have been able to obtain. “I have done a year in industry but

I am finding one of the real challenges is the minimum requirement for a job is two years’ experience for entry-

One of the real

challenges is needing two years’ experience for entry-level positions for graduate roles

level positions for graduate roles.” Claire Steiner, UK director

of Global Travel and Tourism Partnership, urged businesses to take on more students on work placements. She said: “Work experience and

internships are so worthwhile; they are great for the business and great for the individual. “Don’t say you can’t get young

people to work for you and then say they don’t have enough experience: give these people the opportunity to get experience by working with local colleges and schools.” Graduates told the seminar they

expected training and progression opportunities as well as decent pay from employers. Franko Basica, a tourism

management graduate at the University of Hertfordshire, said that while a company’s sustainability credentials and branding were part of what he looked for in an employer, they were not “top of the list”. He stressed the importance of a

culture in which new employees had input into a business and were given training opportunities. “I would want companies to have training programmes to give you the chance to become top-notch,” he said. Pink added: “We have done

degrees in management and it’s knowing there is a clear path to get there.” But Franki Johnson, generation Z

specialist and director of Embrace Change, insisted: “Pay and salary still take the edge.”

‘Urge younger staff to champion your business to their peers’

Claire Steiner

Peer-to-peer networking by young staff is one of the best ways to recruit employees, according to the UK director of the Global Travel & Tourism Partnership. Claire Steiner urged companies

to use their newest staff to promote their business to potential recruits, who are more likely to listen to their contemporaries, and work with schools and universities to promote jobs to the next generation. Steiner said: “If we want to

atract the next generation, we need to get them while they are still thinking about what they want to

14 27 JUNE 2019

do; they don’t necessarily know which industry they want to work in.” Glassdoor, a website used by

employees to write anonymous reviews about their companies and management, was an increasingly “important” way of geting the right message out about working for a business, she added. Linked to this is the increasing

importance to the next generation of a company’s ethics, of management “living the company values”, flexible working practices and listening to younger staff about their needs or views, she said.

Future Skills in Travel and Tourism seminar: Recruitment and training experts discuss Seminar speakers


Panellists Franki Johnson (left), Franko Basica and Charlene Pink

Royal Caribbean plans shift in recruitment

Royal Caribbean Cruises is changing its approach to recruitment to atract more talent, according to HR manager Danielle Grant (pictured). Te company offers a six-week internship as part of a partnership with a university, has created mentoring opportunities, introduced flexible working

PICTURES: Juliet Dennis; Sarah Lucy Brown

Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60  |  Page 61  |  Page 62  |  Page 63  |  Page 64  |  Page 65  |  Page 66  |  Page 67  |  Page 68  |  Page 69  |  Page 70  |  Page 71  |  Page 72  |  Page 73  |  Page 74  |  Page 75  |  Page 76  |  Page 77  |  Page 78  |  Page 79  |  Page 80