Recruitments continue despite the decrease in activity.
28 November 2011
Read by 2898 persons
Marrakech absorbs the most skills following new openings and Arab hotel chains are also hiring.
Despite the crisis, jobs related to the hotel and restaurant industry remain very promising. Indeed, the sector continues to lack executives and offers numerous and varied opportunities. In Marrakech, despite the downward trend recorded in recent months, this city saw the creation of more than 5,250 direct jobs in 2011 to meet the needs of the new establishments in the ochre city and which represent a hotel capacity of more than 5,360 additional beds.
These investments, both national and foreign, are a factor in attracting new skills specialized in the fields of accommodation, catering, services and leisure. In terms of career development, young Moroccan graduates will be supervised and coached by the best skills worldwide, we learn from the Marrakech Regional Tourism Council.
The training of quality human resources for all jobs in the hotel, restaurant, animation and leisure industries is one of the major challenges for the years to come.
This means that there is still great enthusiasm for qualified human resources, knowing that there is also strong pressure on high-level profiles and management positions. And for good reason, tourism operators have understood the importance of human capital to meet the expectations of increasingly demanding customers and to face omnipresent competition that encourages innovation. Young people who are trained in these sectors will be able to benefit from motivating responsibilities and real opportunities for advancement, as well as remuneration which has increased despite the crisis. Thus, good profiles have been able to assert themselves thanks to their skills, both technical and relational.
In the North, the trend is reversed. Several hotels are struggling to fill their rooms, except during the summer period. This obviously influences recruitment in the region, which is declining in national establishments, especially since some hotels have been downgraded. Result: chains from Gulf countries are recruiting the brightest graduates from the Ofppt de Tamuda, while the sector suffers from a shortage of qualified HR.
It should also be noted that many Moroccan executives currently work in the restaurant and hotel industries with major global chains in the Middle East, Europe, Australia and America. In short, recruitment continues, internally or internationally. The "made in Morocco" product has its place both in Morocco and on the world stage.
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"Luxury hotels are facing a real shortage of executives"
Expert opinion • Ilham Mouhriz, regional director of human resources
How are recruitments currently going in the hotel industry, while the pool is limited and the demand from established brands and those that are setting up is increasing?
The hotel sector has welcomed numerous investments and has developed in a dizzying way over the last 5 years, the arrival of new international brands has created enormous needs in skills, mainly concerning basic jobs, notably those of accommodation and catering. However, this increase in investment has not been accompanied by a strategy to match the supply of training establishments and the needs of the job market, although some palliative measures have been taken to reduce the "quantitative" gap between supply and demand, we observe that the tension remains. This tension does not affect all jobs in the same way, some positions are open to beginners with internal training, while others require successful experience, ease of use of foreign languages and behavior adapted to a demanding clientele.
What are the most difficult profiles to find on the local market?
We find that recruitment projects prove difficult when it comes to a management position, or when it comes to a specific job not covered by the local training offer. For these positions, the recruitment process is a real challenge, it can take 6 months to 1 year before being able to fill the position. Regarding management profiles, it must be acknowledged that the luxury hotel sector in Morocco is facing a real shortage of executives: the supply of training establishments does not cover all jobs and does not train operational executives. We have set up at La Mamounia a "Managerial Excellence" system which consists of providing support in operational and managerial training for our Moroccan executives
Moroccan.
Do you use foreign skills?
As for specific jobs affected by a shortage of local expertise, such as haute cuisine, sommellerie, SPA areas, etc., we have called upon international expertise, the objective through the recruitment of foreign executives is to benefit from their expertise to train then ensure a Moroccan takeover. This is how, for example, La Mamounia trained the first generation of "sommeliers" in Morocco, a dozen employees who were followed and supervised to excel in this field still unknown and unexplored in our training schools. It is also a fact that the technological evolution that the sector has undergone has led to the emergence of new knowledge and new skills not yet covered by academic training in Morocco, requiring the use of foreign skills.
Has there been a rise in salaries in the face of this pressure on qualified human resources?
Indeed, we have seen a significant increase in salaries over the last 5 years. Of course, this evolution is strongly linked to the dynamics of supply and demand, but it must also be said that the remuneration practices of the sector, which were characterized by a lack of transparency and the dominance of the informal sector in some establishments, have remarkably evolved in favor of a valorization of the profession in terms of image and salary. As for us, La Mamounia positions itself as a reference employer and a model in terms of HR practices. In this sense, we have established a motivating remuneration policy and have implemented a monitoring system that allows us to maintain our salary grid, we ensure that it remains a leader in the market but in a logic of "Right Job, at the Right Price". Numerous social benefits are associated with the salary grid and fully contribute to retaining and motivating our employees. Career management is part of our HR strategy, we advocate internal promotion and implement adapted support programs to promote the professional development of our employees.
What advice do you give to candidates who want to work in this sector?
In general, we attach great importance to the attitudes, behavior and motivation of candidates, recruitment is a whole: knowledge, know-how and know-how. Moreover, the degree of requirement in the sector is higher when it comes to luxury hotels. Apart from the technical skills required for the position, the candidate must master at least two foreign languages. Cultural education, attitude and behavior are also determining selection criteria.
As for candidates, here is my advice:
- Work on the current practice of several foreign languages, and note that English is an essential language
- Work on your general culture, Front Office jobs will expose you to clients of various nationalities
- Be attentive to your know-how and always seek to have the right attitude.
Nadia DREF
Lematin.ma
Published on November 27, 2011.
Online since November 28, 2011.
Despite the crisis, jobs related to the hotel and restaurant industry remain very promising. Indeed, the sector continues to lack executives and offers numerous and varied opportunities. In Marrakech, despite the downward trend recorded in recent months, this city saw the creation of more than 5,250 direct jobs in 2011 to meet the needs of the new establishments in the ochre city and which represent a hotel capacity of more than 5,360 additional beds.
These investments, both national and foreign, are a factor in attracting new skills specialized in the fields of accommodation, catering, services and leisure. In terms of career development, young Moroccan graduates will be supervised and coached by the best skills worldwide, we learn from the Marrakech Regional Tourism Council.
The training of quality human resources for all jobs in the hotel, restaurant, animation and leisure industries is one of the major challenges for the years to come.
This means that there is still great enthusiasm for qualified human resources, knowing that there is also strong pressure on high-level profiles and management positions. And for good reason, tourism operators have understood the importance of human capital to meet the expectations of increasingly demanding customers and to face omnipresent competition that encourages innovation. Young people who are trained in these sectors will be able to benefit from motivating responsibilities and real opportunities for advancement, as well as remuneration which has increased despite the crisis. Thus, good profiles have been able to assert themselves thanks to their skills, both technical and relational.
In the North, the trend is reversed. Several hotels are struggling to fill their rooms, except during the summer period. This obviously influences recruitment in the region, which is declining in national establishments, especially since some hotels have been downgraded. Result: chains from Gulf countries are recruiting the brightest graduates from the Ofppt de Tamuda, while the sector suffers from a shortage of qualified HR.
It should also be noted that many Moroccan executives currently work in the restaurant and hotel industries with major global chains in the Middle East, Europe, Australia and America. In short, recruitment continues, internally or internationally. The "made in Morocco" product has its place both in Morocco and on the world stage.
------------------------------
"Luxury hotels are facing a real shortage of executives"
Expert opinion • Ilham Mouhriz, regional director of human resources
How are recruitments currently going in the hotel industry, while the pool is limited and the demand from established brands and those that are setting up is increasing?
The hotel sector has welcomed numerous investments and has developed in a dizzying way over the last 5 years, the arrival of new international brands has created enormous needs in skills, mainly concerning basic jobs, notably those of accommodation and catering. However, this increase in investment has not been accompanied by a strategy to match the supply of training establishments and the needs of the job market, although some palliative measures have been taken to reduce the "quantitative" gap between supply and demand, we observe that the tension remains. This tension does not affect all jobs in the same way, some positions are open to beginners with internal training, while others require successful experience, ease of use of foreign languages and behavior adapted to a demanding clientele.
What are the most difficult profiles to find on the local market?
We find that recruitment projects prove difficult when it comes to a management position, or when it comes to a specific job not covered by the local training offer. For these positions, the recruitment process is a real challenge, it can take 6 months to 1 year before being able to fill the position. Regarding management profiles, it must be acknowledged that the luxury hotel sector in Morocco is facing a real shortage of executives: the supply of training establishments does not cover all jobs and does not train operational executives. We have set up at La Mamounia a "Managerial Excellence" system which consists of providing support in operational and managerial training for our Moroccan executives
Moroccan.
Do you use foreign skills?
As for specific jobs affected by a shortage of local expertise, such as haute cuisine, sommellerie, SPA areas, etc., we have called upon international expertise, the objective through the recruitment of foreign executives is to benefit from their expertise to train then ensure a Moroccan takeover. This is how, for example, La Mamounia trained the first generation of "sommeliers" in Morocco, a dozen employees who were followed and supervised to excel in this field still unknown and unexplored in our training schools. It is also a fact that the technological evolution that the sector has undergone has led to the emergence of new knowledge and new skills not yet covered by academic training in Morocco, requiring the use of foreign skills.
Has there been a rise in salaries in the face of this pressure on qualified human resources?
Indeed, we have seen a significant increase in salaries over the last 5 years. Of course, this evolution is strongly linked to the dynamics of supply and demand, but it must also be said that the remuneration practices of the sector, which were characterized by a lack of transparency and the dominance of the informal sector in some establishments, have remarkably evolved in favor of a valorization of the profession in terms of image and salary. As for us, La Mamounia positions itself as a reference employer and a model in terms of HR practices. In this sense, we have established a motivating remuneration policy and have implemented a monitoring system that allows us to maintain our salary grid, we ensure that it remains a leader in the market but in a logic of "Right Job, at the Right Price". Numerous social benefits are associated with the salary grid and fully contribute to retaining and motivating our employees. Career management is part of our HR strategy, we advocate internal promotion and implement adapted support programs to promote the professional development of our employees.
What advice do you give to candidates who want to work in this sector?
In general, we attach great importance to the attitudes, behavior and motivation of candidates, recruitment is a whole: knowledge, know-how and know-how. Moreover, the degree of requirement in the sector is higher when it comes to luxury hotels. Apart from the technical skills required for the position, the candidate must master at least two foreign languages. Cultural education, attitude and behavior are also determining selection criteria.
As for candidates, here is my advice:
- Work on the current practice of several foreign languages, and note that English is an essential language
- Work on your general culture, Front Office jobs will expose you to clients of various nationalities
- Be attentive to your know-how and always seek to have the right attitude.
Nadia DREF
Lematin.ma
Published on November 27, 2011.
Online since November 28, 2011.
