Students, recruiters, schools: what training and careers for the young people of tomorrow? (Updated REPLAY)

Students, recruiters, schools: what training and careers for the young people of tomorrow? (Updated REPLAY)


Well-being and quality of life at work, are the criteria of choice – Does the crisis that hit tourism and forced employees to fall back on other professions less affected by the pandemic risk jeopardizing the recovery?
Valérie Dufour:
“I do not hope so, although we notice that the positions are very difficult to fill at the moment.
People are waiting for a real recovery to take the risk of changing jobs and applying and when you are passionate about the sector, you only dream of returning! ” – Yet many people have left the sector which has difficulty in recruiting?
Valerie Dufour
: “Clearly, tourism has been very affected by the COVID-19 pandemic and paralyzed for several months. Suddenly, there is a shortage of personnel in several sectors of activity. Employers are today doing their utmost to fill positions. We must therefore replace this lost workforce and train new people. ” – Yes, but the recruiting game has also changed, hasn’t it?
Valerie Dufour
: “Yes, the way of recruiting has evolved since this shortage, which dates before the pandemic (but accentuated by it). If previously it was the employer who chose from a bank of candidates, it is now the worker who has the luxury of determining who will employ him.
We must therefore find ways to encourage people to come and work in the tourism sector by enhancing the value of trades, salaries and working conditions, and train staff more so that they are adapted to the permanent evolution of trades that evolve faster than the skills required … ”

Put people back at the heart of the company, give back meaning to work – What do employers need to do, in your opinion?
Valérie Dufour:
“Many practices that were still unthinkable in many companies at the start of 2020 (such as teleworking) have been generalized on a large scale.
It is necessary that the companies are taking advantage of this unprecedented period to go really further: put people back at the heart of the company, give back meaning to work, define a new “social contract”, towards more trust, benevolence …
Vocational training could also be the solution to current recruitment problems in order to have more versatile employees. The students of today will become the pillars of tomorrow and ensure the smart and sustainable growth of industry revenues. ” – We are not going to blame everything on the pandemic… The warning signs were already there?
Valerie Dufour
: “Yes, absolutely. The pandemic has only accentuated the recruitment difficulties in the sector.” – For you, tourism companies must seriously question their methods and review salaries, benefits, recruitment methods …?
Valerie Dufour
: “Clearly. Deconfinement is gradually taking place, human resources are seeing their standards completely upset and the telecommuting become the norm for a large part of employees. Today, the corporate space has transformed under the influence of physical distancing, partial activity has become a reality for more than one in two employees.
But from this new organization also arose spontaneous social innovations. Also, the resilient company, in this “new normal”, will be one that will give more autonomy to everyone and promote collective intelligence to define new work standards. ”

“Most young people want a job in line with their values” – If we look through the other side of the mirror, what has changed among employees during this period?
Valérie Dufour:
“Job seekers are increasingly concerned with linking their work to the social purpose of the company. Previously, they wanted a title, a career, a salary. More and more, this is the meaning given to this. that they do, which takes precedence.This trend is found in both young and old alike.
Most young people want a job in line with their values, the interest of the job and the working atmosphere come first in their motivations. They also want a job that gives them time to be able to do activities on the side, have time for their family and friends.
They are less inclined than the previous generation to sacrifice personal life. They are also very attentive to the meaning of their missions and the proposed salary level.
Well-being and the quality of life at work are very important selection criteria for employees today. Employees expect to have managers, HR managers who guide, support and coach them. ” – From this perspective, how can managers meet the new expectations of employees?
Valerie Dufour
: “Confidence, transparency, agility are now essential qualities in the era of post-Covid 19 management. This summer, a study carried out by the BCG and the ANDRH confirmed that the adoption of teleworking would have to be accompanied” d ‘an overhaul of the managerial system for 93% of companies ”.
Two thirds of the HRDs questioned expect productivity gains linked to the development of teleworking, but only if the manager adopts specific postures of listening, benevolence and openness. In this age of agile management, managers must trust their intuition, be inventive and dare to improvise.

“Confidence, transparency, agility … essential qualities”

In this sense, the role of manager has become more complex: in addition to coordinating, he is also expected to be more creative in his relations with his employees.
For example, by animating meetings in a more creative way, to better stimulate and free the voice of participants: meetings must have added value for employees in order to maintain team cohesion. In order to overcome virtual exchanges, the manager benefits from being more inspiring and engaged during physical meetings to convince and motivate his employees more.
As a manager, he must exchange regularly and closely monitor the missions and progress of all his employees, in order to provide constructive feedback.
It is also necessary to give understandable and achievable missions and objectives to employees, who have become more and more autonomous.
By adopting a mixed mode of teleworking and face-to-face: establishing a hybrid model will allow for a healthy atmosphere and effective communication between all team members. ” – Whether executives or employees, do we need to thoroughly review teaching methods and diplomas and adapt them to the new situation?
Valerie Dufour
: “Yes, the managers of tomorrow must assimilate and learn all of these skills. They are ready, according to a survey by the consulting firm Willis Tower Watson, which indicates that 84% of HRDs plan to train managers in remote management, whereas they were only 34% in this case before the crisis.
As far as employees are concerned, the speed of technological change and societal transformation leaves them no choice: if not, they must increase their levels of knowledge and skills, keep them up to date. More than before, agility and adaptability are becoming key assets in the job market.
Training will be one of the major challenges of the future and schools will have to adapt to this permanent need for training. Generations who learn from each other and employees who increasingly need training: these are two areas for the business of tomorrow. ”

2nd WTT webinar – Students, recruiters, schools: what career for the young people of tomorrow?

The objective of this webinar will be to give a voice to the young generation of tourism: journey, difficulties encountered, expectations and vision of the tourism industry and the ideal company.
Speakers :

Issa DIA – MBA Tourism 1st year
Maxime PIALAT – Supertripper
Aurélie Mathez – MBA Tourism 2nd year:
Aurore Legrand MBA Tourism 2nd year:
Tutors :
Thomas loubert by Togezer
Fabrice Pawlak by Terra Group
– Association of tourism freelancers Away We go Collective
Student :
Andrea Zana – student of the winning team of NEC21 – Master 2 at IREST University of Paris 1 Sorbonne
Fred Lizée – Co-founder – E-mail: [email protected] – Tel: 06 43 50 09 28
– Worldia
Laurie Bach – Head of Operations & Quality

Info: [email protected]