Steering your career: continuous learning
It is often said that personal and professional growth come from learning new skills. Abdul Kader Saadi, managing director of Glee Hospitality, discusses continuing education and its impact on employee retention.
In any industry, the evolution of one’s career falls into a continuous path that ascends from the choice of university to opportunities that can be explored along different recruitment avenues. In industries that encompass an international marketplace and rely heavily on high levels of service, such as F&B and hospitality, education and recruitment flow is paramount to success at both individual and industry levels.
Post-secondary learning in the form of advanced or Master’s degrees serves to improve the image and marketability of key personnel. In addition, these diplomas support personal development and aid in long-term career transition.
Employee retention remains a serious problem on the international hospitality scene, with annual turnover rates being as high as 73 percent in some markets. Interestingly, one of the most powerful employee retention strategies is the incorporation of workshops and training initiatives.
Besides monetary concerns, one of the greatest issues for employees is the ability to forge a viable career path within an organization. The amalgamation of certification, both within the corporation and via standard certification bodies, not only serves as a potent tool for employee retention but also lays the foundation for continued education and vocational growth.
In terms of the trends shaping recruitment, one cannot overestimate the effect of social media. No medium in history has spread information on such a huge scale while simultaneously targeting and tailoring messages to specific markets. Career recruitment is no exception, with dedicated social media hubs like Linkedin geared specifically to serve this function. However, Linkedin is by no means the only player in the game. Countless recruitment portals and websites have emerged with career-specific sections.
Firms can also take matters into their own hands by investing in user-friendly career sites that incorporate technologies such as Chatbot for increased two-way communication. Additionally, applicant tracking software can also be utilized on a talent pool through the company database to pair positions and candidates.
Alternatively, organizations can mold the employment curve to their benefit. This can be achieved by establishing strong internship and apprenticeship programs with schools, universities and training institutes.
In other words, companies can train their ideal candidates and help them grow while reinforcing the firm’s objectives and goals.
Despite social media taking center stage, traditional recruitment methods have not been forgotten. Job fairs and conventions are still appealing — Covid-19 restrictions notwithstanding — and advertising in magazines and newspapers can be effective if the job role and/or market justifies it.
It is fair to say that continuing education paves the way for continued success and progress in the face of unforeseen circumstances. A good example of this is the transformation of the hospitality industry and other industries in the post-covid-19 period. To better prepare the next generation of managers and operators, curriculums and training manuals have been amended. Training seminars have the potential to provide a good mix of digital knowledge and practical experience.
Continuous learning is and will always be fundamental to industry prosperity.
In conclusion, continuous learning is and will always be fundamental to industry prosperity. However, as with everything else, it is vital that it mirrors the evolutions in the marketplace, whether it be digital, environmental or sociopolitical. The current climate proves that things can take a turn in an unexpected direction, but this should only bolster the roots of continuing education and further emphasize its importance.