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Graduates complain about work experience job hurdle


O


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


SEMINAR


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


travelweekly.co.uk


PICTURES: Juliet Dennis; Sarah Lucy Brown


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