While the first part of this analysis focuses on the strength of the employer brand and the second part on the benefits of technology, this third and final part gives pride of place to more atypical profiles.
Recruit with an open mind
While hospitality schools that train new talent play a major role in addressing this labor shortage, it is also worth taking a step back to find other solutions.
Golden seniors
Age is still too often a barrier to employment, even though more and more seniors are looking to remain active. Many seniors face this age barrier, despite their invaluable experience. With an employment rate of 56% for people over 50, France ranks among the worst performers in the EU, where the average is 60%.
Hiring a senior candidate means saving time and money. There is no need to train these employees, as they already have many years of experience under their belts. Their knowledge of the job and the sector gives them another significant advantage: they are operational as soon as they are hired.
These individuals are all the more motivated and eager to prove themselves given the difficulties they face in finding employment. And thanks to their maturity, they have unparalleled interpersonal skills, which are of paramount importance in a sector where human interaction is so central.
And while these profiles may not require training, they can pass on their knowledge to more junior employees within a company. This transfer of knowledge helps strengthen bonds within the team, thereby contributing to a reduction in turnover. Hiring seniors could therefore trigger a virtuous circle where everyone wins.
“Recruiting seniors means focusing on profiles that have already overcome challenges. They have the ability to persevere and move forward despite difficulties. – Nayati Léger, Accounting manager at Hygie Conseils …
