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Shifting Tides: Why Hospitality Talent is Reimagining the Industry’s Future by Travel Links, the Top 10 Luxury Travel Publications in the country

Shifting Tides: Why Hospitality Talent is reimagining the Industry’s Future

By Pratyush Mohapatra and Payal Sahni

 Travel Links -The Top 10 Luxury Travel Publications in the country

Introduction: A Changing Landscape

The hospitality and travel industry has long been revered for its unwavering commitment to service, dedication to superlative guest experience, and its unique ability to provide a sense of belonging to people from all walks of life. Yet, in today’s fast-evolving world of commercialization, a seismic shift is occurring for all to witness. Industry professionals—from the latest graduates to seasoned veterans—are exploring new verticals, stepping away from the traditional hotel industry to chase opportunities that promise greater work-life balance, financial rewards, and even personal development.
This definitive transformation is challenging the very foundation of hospitality’s workforce. Even the seasoned professionals who helped build and sustain hotel brands for decades are now drawn to roles in areas such as event curation, menu engineering, and even digital experiences.
But what does this mean for the future of hospitality in India? And, more importantly, how can we prevent this talent drain from undermining the future of an industry that has been at the forefront of India’s service sector growth? Take a moment to read through some thoughts to uplift the game across this enterprising industry which in 2024 the market size was expected to reach USD 24.61 billion.
Simranjeet Singh, Director, CYK Hospitalities, highlights a crucial point: “The hospitality industry is indeed reeling under acute, severe shortage of talent, attributed to being perceived as low-wage, plus the continuing impacts of COVID-19. Mass layoffs during the crisis made numerous workers seek steadier employment, yet this would leave an ever- widening talent gap in the industry. The uncertainty raging now can only worsen the future outlook, making new talent even more unwilling to consider entering the sector. To assist with a solution, improving compensation and the benefits scale as well as bonuses like wellness programs and housing assistance would add significantly to job satisfaction level, loyalty, and retention.”

The Appeal of Alternative Verticals and Channels

 Changing Career Preferences of the New Generation:
Highlight how the new generation, particularly fresh graduates from institutes like IHMs (Institute of Hotel Management) and other hospitality schools in India, are increasingly gravitating towards roles outside the traditional hotel sector.
Discuss key industries that are absorbing hospitality graduates: event management, digital content creation, food technology, tourism, e-commerce, etc. Many of these fields offer attractive remuneration, job flexibility, and work- life balance—factors that the hospitality sector, with its demanding hours,
often struggles to provide.Mention specific examples of graduates who have transitioned successfully into these verticals and how they find greater job satisfaction.

Vikas Mittal, Commercial Director, DoubleTree Suites by Hilton Bengaluru, speaks to the importance of reimagining hospitality: “The hospitality industry must reimagine its approach, including investing in skill development programs, highlighting success stories, and embracing technology to make roles more appealing. At its core, hospitality is about passion and connection. By creating an environment that values employees and their growth, the industry can reignite interest among aspiring professionals. The time to act is now. The future of hospitality depends on it. Building a culture of Growth and Recognition is key. We established structured learning and development programs, offering team members opportunities to enhance their skills and advance within the organization.”

 Financial Incentives and Growth Potential:
Compare the salaries and career growth potential in hospitality to those in
other industries that are drawing away talent.
o Investigate how tech-driven industries (like IT, online marketing, or digital
services) are making it difficult for hospitality to compete with lucrative pay
packages and flexible working arrangements.

 Work-Life Balance:

Address how the hospitality industry’s demanding schedules, especially at the senior management level, may be deterring younger professionals from entering or remaining in the field.
Examine the challenge of creating a healthy work-life balance in the high- pressure environment of hospitality, where weekends, holidays, and late-nightshifts are a norm.

Senior Professionals’ Shift: A Fascination for New Roles

 Emerging Opportunities for Experienced Professionals:

Discuss how seasoned hoteliers and hospitality experts are now venturing into areas like menu engineering, culinary curation, and event management, signaling a shift in traditional career paths.
Highlight the growing appeal of roles that allow for creativity and greater autonomy, compared to the structured roles in hotel management.
Mention how this is creating a shortage of experienced professionals in traditional roles such as General Managers, Operations Managers, and other key hotel leadership positions.

Davinder Besoya, General Manager, The LaLiT Mumbai, emphasizes the resilience of the industry while navigating post-pandemic challenges: “This period of transformation offers a unique opportunity to rethink talent acquisition strategies. By prioritizing skill development and showcasing the industry’s potential for creativity and growth, we can inspire a renewed passion among young aspirants. At The LaLiT, we see Gen Z as architects of the future, redefining hospitality by blending traditional service excellence with modern sensibilities. Recognizing this, the Lalit Suri Hospitality School plays a pivotal role in preparing the next generation for the challenges and opportunities of the industry. By providing students with a multitude of learning and career- building opportunities, the school not only inculcates a passion for hospitality but also equips them with the skills and mind set needed to thrive in a dynamic, ever-evolving sector. At The LaLiT, our focus on mentorship and real-time learning has empowered team members to excel and find fulfilment in their roles. Secondly, fostering a culture of inclusivity and recognition has proven transformational. Through our PURELOVE initiative, we celebrate diversity and ensure every individual feels valued and supported. ”

 Industry Opinion on Professional Development:

Explore the sentiment within the hospitality industry and the concerns of industry leaders who see the potential exodus of senior talent as a threat to hotel service quality and innovation.
Look at public opinions or surveys conducted within the hospitality sector that reflect the increasing difficulty in retaining top-tier talent, both young and experienced.

 The Pull of Non-Hospitality Ventures:

Examine why senior hoteliers are finding new opportunities attractive. Many are attracted to the faster-paced, often more financially rewarding roles in sectors like real estate, F&B consulting, and even digital startups that are beginning to resemble the hospitality industry’s innovative drive.

 The Difficult Task of Re-Engaging the New Generation:

Address the complexities of trying to convince younger generations to commit to long careers in the hotel industry when there’s an increasing attraction towards other sectors.
Discuss the dilemma of trying to strike a balance between maintaining traditional values in hospitality (e.g., service, guest relations) while adapting to the new ways that this talent wants to be engaged.

The Role of Education and Curriculum Reform in Hospitality

Current Trends in Hospitality Education:
Analyze the role of academic institutions like IHMs in shaping future hospitality professionals. Highlight how hospitality education is evolving to meet the demands of today’s workforce.
Discuss how hospitality schools need to evolve in their curriculum to emphasize diverse skill sets beyond just hotel management, focusing on areas like innovation, digital transformation, and entrepreneurship.

Kush Kapoor, CEO, Roseate Hotels and Resorts, underscores the importance of a practical
curriculum:
” We must understand the cycle of their recruitment, who interviews them, what commitments or the map of Hotel Industry is being shown to them when they come for admissions in the colleges. The young generations want themselves to be engaged and involved in even taking some critical decisions. They have lots of questions which is due to curiosity, which at times see very less light by someone taking interest in answering their queries. Their curriculums must be more practical in nature, project based, involvement with
the industry leaders as their mentors from the very first day itself. Roseate Hotels & Resorts carefully and cautiously have ensured to move the salaries of the colleagues to the highest levels in the country along with a lot of other incentives (monetary & non–monetary). In order to get the best talent attracted, we must pay them the best in the industry as well.”

The Shift Toward an Industry-Agnostic Skillset:

Emphasize the importance of teaching cross-functional skills in hospitality education—skills like digital marketing, financial planning, and strategic management—that allow graduates to adapt to a wide range of industries.
Advocate for curriculum redesign to include new trends in hospitality tech, sustainability practices, AI in customer service, and advanced data analytics.

 Attracting the Right Talent with Right Development Paths:
Suggest that one way to curb the growing talent drain is to provide clearer and more enticing career development opportunities. By offering structured career progression, mentorship programs, and leadership training, the industry can keep younger talent engaged and motivated. Encourage organizations to offer more than just monetary incentives. Professional growth, skill development, and an opportunity to innovate within the industry can act as powerful retention tools.

Shrikant Wakharkar, Area Vice President (South & Central) and General Manager, Park Hyatt Hyderabad mentions: “At Park Hyatt Hyderabad, we have implemented two key strategies to address talent shortages: Empowering personal growth with tailored development programs and fostering a culture of inclusivity, recognition, and well-being. Equally important is our focus on cultivating a culture of inclusivity and belonging. By prioritizing recognition, well-being, and meaningful engagement, we ensure that our associates feel valued and motivated, which translates into higher retention and long-term loyalty.”

The Need for a Balance: Bridging the Gap Between Tradition and Innovation

Industry and Grassroots Development:
Suggest that while hospitality professionals are venturing outside, the industry needs to realign itself to better support talent growth at all levels. This includes both entry-level staff as well as senior professionals.
Encourage industry leaders to advocate for a “new age hospitality model” that emphasizes flexibility, technology, and innovation, while still preserving the core of traditional service excellence that defines the industry.

Roopa Singh, Director of Operations, JW Marriott Mussoorie Walnut Grove Resort andSpa, brings in a compelling vision of the future of hospitality: “Gen Z brings an exciting energy to the table, characterized by their tech-savviness, adaptability, and values-driven mindset. With the right mentorship, training programs, and flexible structures in place, Gen Z is more than capable of not just sustaining but redefining the hospitality industry. At JW Marriott Mussoorie, we have introduced cross-departmental exposure programs, enabling team members to explore roles beyond their primary responsibilities. This not only builds
their skill sets but also fosters engagement and a deeper connection to the organization.”

Creating a Sustainable Pipeline for Talent:
Discuss how hospitality must position itself not just as a career, but as a passion that can evolve with the changing demands of the modern workforce.
The onus lies in creating environments that foster personal growth, and offer opportunities for employees to challenge themselves in new areas of the
business.

How can we incentivize young professionals to look beyond the immediate and long-term benefits of joining a hotel? What can hotels do to provide career fulfillment and mentorship in a way that other industries cannot?

 Globalizing India’s Hospitality Sector:
Highlight India’s growing importance as a global hub for tourism and hospitality. To be on the world stage, India must develop a pipeline of talent that aligns with both global trends and local needs.
Reflect on how India’s talent pool can cater to the international market if it addresses these internal challenges around talent retention and career satisfaction

The Path Forward
The world of hospitality is at a crossroads. As the new generation of professionals seeks broader horizons, the sector must confront the challenges that come with this shift. Senior professionals, too, are looking for new avenues to leverage their expertise and creativity in innovative roles. Yet, in this landscape, one thing is clear: the essence of hospitality—a deep-rooted love for service, guest experience, and hospitality as a profession—remains vital. This is just not relevant to Indian hospitality but the international scenario for the
tourism industry as well.

“The industry faces a dual challenge, that is, bridging the skills gap with focused training and showcasing the rewarding career paths hospitality offers, from global mobility to dynamic growth,” says Mr. Soufiane El Allam, Complex Commercial Director of Al Habtoor City Hotel Collection.
That being said, they see immense potential in Gen Z as they prepare to lead the future workforce. “This generation brings innovation and adaptability but often finds the fast-paced nature of hospitality daunting. By offering mentorship and open communication, we aim to align their expectations with industry realities,” he added. To address these challenges, Al Habtoor City has implemented structured training programs that combine technical and soft skills, supported by partnerships with hospitality schools to provide real-world exposure. “Our primary focus is on encouraging long-term careers and nurturing future leaders from
within,” he explains.
To build a future where talent flourishes within the hospitality industry, India must evolve both at an educational and organizational level. The balance between tradition and innovation, perseverance and professional development, is essential. Only by adapting to the changing needs of both emerging and seasoned talent can we ensure India remains at the forefront of the global hospitality sector.

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