The tourism sector is on the rise and is showing an impressive post-pandemic recovery. The growth in the number of travelers is mainly due to a feeling of “revenge”, which starts from the attempt to make up for lost time.

For this reason, there is a growing need for workers in the tourism and hospitality sector. However, the sector's lack of attractiveness for new candidates, especially for operational jobs, constitutes a difficulty.

This is why the future of tourism recruitment in Portugal is by investing in candidate experience and automating the hiring process.

The balance of the tourism sector in 2023

Tourism in Portugal reached its best year ever in 2023. According to data provided by the Secretary of State for Tourism, in 2023, there were more than 30 million guests, 77 million overnight stays and around 25 billion euros in revenue.

These values broke records in relation to previous years and represent a growth of 37% in revenue compared to 2019, and 18.5% compared to 2022.

As for the employed population, there were around 996 thousand individuals employed in activities linked to Accommodation, Catering and similar, in the first three quarters of 2023, according to statistics from INE.

The year 2023 was very positive for tourism, but the expectations for 2024 are equally high. However, the response from businesses and tourist companies needs to keep up with demand and guarantee a quality service.

It’s about winning over travelers. But, to achieve this, it is necessary to invest in the future of recruitment in tourism. This is because it is the sector's workers who ensure the excellence of the services provided and the continuity of the activity.

Therefore, you should pay attention to these 7 trends that will shape the future of tourism recruitment in Portugal, so as not to be left behind.

7 tourism recruitment trends for 2024

1. Use of artificial intelligence in recruitment processes

Technology already has a significant impact on recruitment processes. Technological tools and digital human resources platforms allow you to automate tasks such as screening resumes and scheduling interviews.

But the emergence of Artificial Intelligence (AI) promises to play a very relevant role in the future of recruitment in tourism.

It will be more and more recurring generate job descriptions, personalized communications with candidates and even automated interview questions. This will allow save time and optimize selection processes.

2. Diversity and inclusion strategies

Diversity and inclusion are increasingly important for tourism companies. Today's tourists are looking for unique, authentic experiences and companies that reflect the diversity of society are more successful to attract them.

For this reason, tourism companies must invest in diversity and inclusion at all stages of the recruitment process, from attracting candidates to hiring and onboarding.

In practice, this means having a inclusive language in their job offers, promote diversity in your team recruitment and create a inclusive work environment.

3. Focus on people and work experience

Despite the evolution of technology and information systems, there are many activities and tasks that require human skills.

In this sense, it is important to continue to investing in the well-being of employees and your work experience.

To achieve this, your business must create a positive and stimulating work environment, where employees feel valued and motivated. Some measures may include:

• Offer opportunities for professional development and growth;
• Promote an inclusive and diverse work environment (as we mentioned previously);
• Offer benefits and competitive advantages;
• Value the balance between professional and personal life.

4. Improved candidate experience

This is a decisive trend for the future of recruitment in tourism. These days, candidates expect a positive and engaging recruitment process. Therefore, companies must invest in candidates’ experience.

This means having a transparent and efficient recruitment process, communicate regularly with candidates and provide constructive feedback.

This way, your company can stand out from the competition and promote a employer branding strategy that combats the lack of workers in the sector.

5. Invest in training and professional development

The tourism sector is constantly changing and companies need to invest in the training and development of their employees to keep them up to date.

It is essential to offer training and development opportunities for all your employees, from newcomers to more experienced employees.

As a result, your employees can grow professionally, develop new skills, become more motivated and productive.

6. Collaboration with partners

There are more and more tourism companies collaborating with partners to recruit new talent. These partners can be recruitment agencies, universities, professional associations and even specialized digital platforms.

This is the case of the partnership between Bolsa de Empregabilidade and the merytu in the Tourism and Hospitality sector, which combine offline events to digital to help candidates find the best opportunities.

Collaborating with partners can help your company access a broader candidate base and find the right talent for your specific needs.

7. Corporate Social Responsibility Image

Tourism companies are increasingly aware of their corporate social responsibility. Not only because they want to convey a positive image to their customers, but because It is an important strategy to attract candidates.

To demonstrate your commitment to social responsibility, you can adopt small initiatives, such as volunteering, promoting diversity and inclusion and protecting the environment.

In the midst of your various goals, deadlines and commercial objectives, this strategy may fall behind, so you should not forget its relevance to stand out in the future of tourism recruitment.

The future of tourism recruitment is today

Don't leave until tomorrow all the solutions you can implement today. The tourism sector is evolving and needs not only new talent, but above all qualified and specialized talent.

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