Who’s the larger culprit: HIGH salaries offered by Cruise ships or the comparative LOW pay offered by land-based hotels???
It indeed is a tricky situation, almost akin to “what came first, the egg or the chicken?” And I refer to the current scenario in the job market, hospitality to be precise. With the cruise industry finding itself in gridlock with COVID and therein the shutting down of its operations, there is a humongous surplus of manpower, specific to the hospitality sector, which is talented, with a proven track record, yet idle and untapped.
The land-based coterie of hospitality too is greatly affected, however, in comparison with its cruising counterpart, it still does continue to operate. But every now and then, from economies, which are displaying a re-emergence; new jobs are made available and therein the recruitment drive does get instituted. Having batted on both sides and having worked very closely with HR teams, I do understand the dilemma of land-based Hotel HR teams when they receive throngs of applications from the entirety of available talent. And the talent which has acquired sea legs for itself, too does apply.
Drawing on my experience as a land-based Hotelier functioning in sync with human resources, it was quite evident that a greater cause of attrition of hotel staff was due to poaching by cruising industry. The investment on an employee by a unit/ organization is paramount in all aspects, namely finance, time and training. And yes, being a trainer myself, I will surely acknowledge the never-ending cycle of hosting acculturation sessions, instituting the buddy mentor programs, operational training etc. to name a few; only to be forfeited by the employee in favour of the comparatively premium package, from the cruising world as against the salary which a land-based hotel offers.
Attrition is a reality of any business and does happen for many other reasons too. But having been sensitized to a trend that seafarers even if hired would ultimately return to sailing may limit the scope of any seafarer hopeful of establishing themselves back in a land-based career. Whilst remuneration will undeniably be at the forefront of the reason for an employee to opt-out for a career on the high seas, there may be several factors too which may convince them to factor their choice to stay back.
Considering the current situation, many organizations may yet settle over a resume with absolutely no sailing experience over a sailor’s resume for this very reason of attrition. Thereby forfeiting a right fitment to the role with the right amount of talent which could have partnered global expertise and standards to an existing robust operation and elevating to even greater heights. The long-standing debate of “pay parity” across both sectors, would, however, be further fueled and continue being in gridlock.
With this post, I seek guidance from the HR fraternity by drawing the attention of the HR leaders and leaders from Hospitality. All in the hope to facilitate a discussion to benefit those seafarers who would want to opt for a career back on land. Rather than the resume of a willing applicant being rejected merely for being a seafarer, what essentials would a land-based hotel HR seek & offer to partner with a former sailor and create a win-win situation either ways???
-- Ketan
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