Australia’s annual leave stockpile currently totals 129 million days, according to Roy Morgan Research Single Source Survey, September 2011. One in four full-time Australian employees have 25 or more days of annual leave accrued.

Reasons employees are not taking their full annual leave entitlement each year include economic and job security concerns and apprehensions about the workload they’ll face on return to work if their position is not backfilled while they are away.

Helping employees understand the effects of stockpiling annual leave is core to Tourism Australia’s No Leave, No Life program, which aims to provide Australian employees with the knowledge and resources to reduce their annual leave liability and effectively plan and take a holiday – in Australia.

Tourism Australia Managing Director, Andrew McEvoy says employers can do more to enhance employee engagement, productivity, and overall financial performance by following a plan to reduce annual leave liability.

“Latest figures reflect the embedded workplace trend towards hoarding leave, which is featured in the No Leave No Life domestic marketing campaign, designed to encourage Australians to take a break in their own country and reap the benefits of time away from the office,” he said yesterday.

“The good news is that there are easy-to-implement methods employers can use to encourage a leave taking culture, with clear benefits to be gained such as reduction of leave liability on the balance sheet, plus the other benefits that flow from building and engaging with a productive employee community.

“Holidays help to build positive morale, which results in increased motivation in the workplace, making it a better place for everyone. A productive work force will ultimately drive the success of your business.”

Tourism Australia’s No Leave No Life website features an Employer Resources and Tools page with a series of modules and practical case studies to help employers undertake a successful annual leave program.  Key focus areas include:

• Identifying challenges facing management such as pressure to meet targets, lack of reporting, competing priorities, etc;
• Recognising the barriers to leave taking and prioritising leave taking policy in the workplace;
• Integrating leave planning into current processes to ensure adequate coverage;
• Engaging employees – CEO, management and HR commitment is critical to success;
• How to set objectives and review regularly;
• Considerations to keep in mind when encouraging leave – compromise with employees on leave taking within the context of your plan to ensure acceptable outcomes for employees and management;
• Developing a holiday planning checklist to help staff better manage their departure from and return to work;
• Points to help managers look at how to measure the success of their annual leave policy.

No Leave No Life is one of Tourism Australia’s key pillars for creating demand for domestic holidays, providing real life examples of ordinary Australians benefitting from taking a much-needed break and holidaying in Australia, also reinvigorating public debate around leave as a workplace issue.

More information: http://www.noleavenolife.com/employer/

Edited by : Peter Needham

Early indicators, she said, point towards an ongoing recovery for the country’s tourism and hospitality sector with the recruitment specialist enjoying one of its best starts to a new year in recent times.

As a result, Ms Matheson said she would actively encourage companies to start planning their manpower needs for 2012.

“We finished off the year with a very uncharacteristic and very marked increase in permanent job orders which kept our Sydney, Melbourne and Brisbane team kept busy handling enquiries from clients,” she said.

“This surge has continued into the new year.

Ïts interesting to note that some companies are watching the Eurozone situation very closely and the impact it could have on this marketplace.

“But based on the ongoing business coming through the door – both from employers looking to increase head count and a good number of mid-range to executive candidates wanting to know what’s around - we are anticipating what we hope will be a very positive 2012 for our industry and team building accordingly to meet the demand.”

Ms Matheson said role-wise, job vacancies on offer were across the board but it was  interesting to note the number of clients who were continuing to put out feelers for business development managers.

“That in itself is a very positive sign that businesses out there are looking to grow in 2012,” she said.

The independent study was conducted by Penn Schoen Berland on behalf of Marriott International (NYSE: MAR) and included the views of 1,100 global travelers and opinion leaders from eight countries, including Brazil, China, France, Germany, India, Spain, the United Kingdom and the United States. [Download Study.] [See below for slideshow of additional images.]

Ninety-six percent of respondents, who ranged in age from under 35 to over 50 years old, believed that travel and tourism stimulates the economy, while 77 percent felt that “the more people experience other countries and cultures, the more peace will spread.”

“I believe we are entering a “Golden Age of Travel,” where opportunities to do business and travel abroad are opening up like never before,” said Arne Sorenson, Marriott International’s CEO-elect and current president, pointing to the number of international arrivals, which have doubled in the last 10 years and will reach 1 billion in 2012 (UN World Tourism Organization).  “Travel opens up your mind, your heart and your wallet. This survey shows it is also a powerful form of soft diplomacy in the world today.”

“Bringing down barriers to travel creates jobs and prosperity and we applaud President Obama’s announcement to reform U.S. visa and entry systems to welcome more international visitors.  We look forward to even more progress in the U.S. and around the world to develop multi-national solutions that will grow the travel industry and benefit economies and people worldwide.”

According to the World Travel & Tourism Council (WTTC), the industry is predicted to account for an extra 69 million net jobs by 2021, including direct, indirect and induced employ¬ment– almost 80 percent of which will be in Asia, Latin America, the Middle East and Africa.  Put another way, one American job is created for every 35 international visitors to the U.S., according to the U.S. Travel Association.  Marriott plans to fill about 60,000 jobs in 2012 alone, with two-thirds of those being in countries outside the U.S., where more than 50 percent of its hotel pipeline resides.

WTTC estimates that total contributions of Travel & Tourism to the global gross domestic product (GDP) are forecast to rise by 4.2 percent annually to US $9.2 trillion by 2021.  Visitor exports—or the amount visitors spend in a given foreign country—will increase 6.6 percent annually through 2021, rising to US $1.8 trillion by 2021.  As an example, in New York City alone, Brazilians spent a total of $1.63 billion, topping the $1.42 billion spent by travelers from the U.K., the $1.27 billion spent by Canadians and the $1.1 billion spent by Italians, according to NYC & Co., the city’s tourism board.

“We already knew that travel and tourism have a major impact on the economy, but now we also know that it can change people’s views worldwide,” says Mark Penn, CEO of Penn Schoen Berland and CEO of Burson-Marsteller.  “International travelers advance people’s understanding of different cultures and reinforce all that we as humans have in common with each other.”

Visit Marriott International, Inc. (NYSE: MAR) for company information. For more information or reservations, please visit our web site at www.marriott.com, and for the latest company news, visit www.marriottnewscenter.com.

Another strong display of recovery in the hospitality sector is the increase in requests to recruiting firms for candidates to fill top positions. For Dennis P. Rizzo, President/CEO of Bentley Price Associates Inc, a hospitality executive search firm that has placed leaders in the gaming and hospitality industry for over 35 years, 2012 is already beginning to look as though it is going to be a great year.

“The hospitality industry is showing an increased demand for the skilled, higher-paying executive positions,” says Mr. Dennis. “Hotels, resorts, casinos and luxury assisted living facilities are looking for qualified executives.”

Many economists regard the return of hospitality and service sector jobs as an indicator that we’ve turned the corner, and while that remains to be seen, there is no denying that there are positive signs of recovery in this field.

PKF-HR, a travel research firm, is forecasting that hotel room revenue will grow by 10.5% on a per-available-room basis (RevPAR) in 2012. PKF-HR says that the U.S. lodging industry has not seen double-digit growth in RevPAR since the days of double-digit inflation during the late 1970s and early 1980s.

Economists look for a rise in demand for service, as we are seeing in the hospitality industry, because that is naturally followed by a demand for jobs. Moody’s Analytics, a leading independent provider of economic data and prediction, expects hotel income to grow at a 4.4% pace, something not seen since 2006. Their 3.2% forecast growth for employment in 2012 is at its highest since 1988.

Executive search firms are already seeing an increased demand for candidates for hotels, casinos, resorts and high-end assisted living facilities, both at home and abroad. People like Mr. Dennis will be helping those interested in executive positions in the hospitality industry take advantage of this upswing in 2012.

Written by: Kanchana Ganglani

First, as a job seeker, it’s important to market yourself in a way that ensures you command attention and are taken seriously. Communicating your strengths, skills and experience is of paramount importance when searching for a new job. Many times, the first impression a potential employer has about you comes from your resume.

Often, it is read before the interview process even begins. That’s why it’s important to communicate all of your attributes briefly and attractively in the body of the document. There is a subtle art to composing a professional, attention-grabbing resume, and many people may lack the understanding of how to go about executing it. Certain online resources can help. They will work with you to craft a professional and well-written piece that highlights your talent, attributes and experience.

These sites offer a variety of packages that should suit the needs of anyone in the corporate world. Whether you’re an emerging talent, need a customized cover letter, have recently been laid off, or would like to combine your resume with a personal account on a social networking site such as Linkedin, you can create a document that covers all of these important topics. These packages can include, among other things, your personal choice of layout, a cover letter template, a complimentary downloadable eBook, access to interview coaches and more.

It’s important to work with a company that employs a writing team made up of experienced and talented professionals who have years of experience in the recruitment field. They know how to highlight your career history, express your achievements in a compelling manner, identify you as a valuable asset and ensure that your resume is visually appealing. This ensures the finished product will be a document that will increase your chances of being short-listed by potential employers.

It’s in your best interests to first obtain an assessment. Simply send in your current resume to the company you intend to work with and the writers will then review the document and provide detailed feedback. This will help you put together a detailed plan about how to move forward. In the competitive world of corporate recruiting, one needs every advantage. A top-notch, professional resume provides just such an advantage.

The event was elegant and welcoming; it attracted over 500 candidates applying to become Sofitel Ambassadors. Apart from getting an interview from the management team, applicants enjoyed fun quiz games around the theme of “Life is Magnifque” in order to experience the Sofitel Luxury Hotels concept at Sofitel Bangkok Sukhumvit.

Scheduled to open in early 2012, Sofitel Bangkok Sukhumvit is the latest addition and flagship for Sofitel Luxury Hotels South East Asia, and it brings to Bangkok the refined luxury of French elegance.

As recruiters we also research trends in the general job market place. 

In the recent bi-annual myCareer employment forecast it is noted that whilst 293,000 jobs were added across all industries in the Australian job market, there are clear signs of caution.

We have already seen a marked downward affect on the inbound travel job market due to the strong exchange rate combined with the problems in the European economic market and a cautious US economy.

The accommodation sector is losing jobs as Australians are spending less on domestic holidays and opting for overseas travel while the hospitality sector is gaining as we spend more in restaurants and cafe’s.

Business travel jobs in the first half of 2011 showed a rebound from the effects of the GFC and despite interuptions (eg. union strikes) have shown a strong job vacancy rate. This is the sector where the candidate pool is smallest.

So where do I see 2012 heading? We will see a ‘soft’ job vacancy rate in the first quarter of 2012 but supply and demand will see a strengthening of job opportunities, mainly in the business travel, wholesale, conference and events areas.

The booming sector and one desperate for candidates with experience is the cruising market. Because it is relatively new as a defined sector in its own right and specific training has only been promoted in the last few years, the number of people who are specialised in the field cannot keep up with the current demand.

There is now a growth of specialist cruise retailers. This sector is supported and strengthened by the over 55 years demographic who are coming into retirement or a flexible work style and cruising appeals to them.

I still feel as an industry we need to look outside the square to attract candidates from other industries who will come with skills we can utilise and more importantly, as Phil Hoffman recently emphasised, “will have the passion for travel.”

Something for our industry to consider is that full time jobs are forecast to grow by 1.2% by August 2012 but part time jobs are forecast to grow even more, with employees valuing the flexibility to enhance their work/life balance.

Wishing you a Merry Christmas and every success in 2012.

Sandra Chiles
Managing Director

What Jobs Were Hot in 2011?

The end of 2011 approaches just as quickly as the year has disappeared behind us. In what seems the blink of an eye this action packed year is finally slowing… but for how long? With the uncertainty of the world economy affecting many business decisions and no one being able to provide a clear economic forecast for the year ahead we must prepare for all scenario’s.

So what were the hot jobs in 2011? Whilst still being an excellent year for senior and executive roles as well as many newly created positions to support the ever changing world of online travel, the job market has not by any means followed the traditional peaks and troughs. The months that have been typically quiet have boomed throughout 2011 and the times that business is usually plentiful, has proven to be the times when companies have tightened their belts. Never the less, our search for perfect candidates and perfect jobs continues.

In terms of positions, the skills shortage still shows that experienced business developers with existing networks are needed more than ever. There are many people out there but most are quite settled in their current roles and wanting to stay in more secure positions rather than being the last person to join a company.

Corporate Consultants have shown themselves a bit more but the average salary expectation is much higher than what roles generally offer as they have become aware that their skills are highly sought after. The Retail world is still moving forward however the move towards home based consulting has increased for those with loyal clients. New travel companies are also opening to provide opportunities for the home based consultant.

The Hospitality and Events sectors are growing and in a constant mood of change with many large companies merging.  Again Sales Managers are the flavour of the year as are Event Managers with a real creative flair and ability to come up with original concepts to blow the minds of their guests/delegates.

All in all 2012 is shaping up to a positive start and we are looking forward to hitting it head on.  I would like to thank all those who continue to support us here at inPlace Recruitment. We look forward to working in partnership with you all again in the New Year.

Ben Carnegie
Business Manager

Invest in yourself this Christmas

Keep Learning – Keep Earning!

Before you spend all your hard earned savings on Christmas gifts for others this year consider putting a little aside to invest in yourself.

Most of us invest in home, superannuation and maybe even shares. Very often, however, we overlook the most important investment opportunity we have, ourselves. read more …

Mr. Woranate Laprabang, Managing Director of THAI Smile Business Unit, Thai Airways International Public Company Limited, said that the recent flood has caused a problem for cabin crew applications to prepare the required documents for application and made it difficult for applicants to apply in person.  Therefore, THAI Smile Air has extended the time frame for female cabin crew applications until 13 January 2012 at THAI’s Head Office located onVibhavadi Rangsit Road.

Those interested in submitting job applications as THAI Smile Air female cabin crew members may apply in person and pay an application fee of 500 baht at Wingspan Services Company Limited located at THAI’s Head Office, 2^ndFloor, Building 6, 89 Vibhavadi Rangsit Road, Chatuchak, Bangkok.  For more information, please call Tel. 02-545-1267 or visit www.wingspantg.com or via THAI Smile’s Facebook fanpage.

“I see unhappy employees every day, coming to us looking for jobs and the first time their employer will know they are unhappy is when they hand in their resignation, by then it’s too late.

“One in two candidates we interview say they don’t feel valued. It saddens me to see people leaving a good company because they don’t feel appreciated for the work they do. No one has bothered to tell them how important they are to the organisation or even said a simple thank you.  Managers and supervisors are so caught up in the pressures of the day to day operation that this is often the last thing they are thinking about.  As one job seeker put it “no one has ever asked me if I’m happy, it seems as long as I turn up and do my job that is enough feedback.”

“Staff are exposed to great job opportunities every day and in this candidate short market there are so many options it’s so easy to leave,” said Chiles.

Chiles believes this is the ideal time of year to do a satisfaction audit.  ”Take the time to talk to your team and engage them in a one on one conversation. It doesn’t need to be formal or lengthy but needs to be in a space which is confidential and promotes openness.

“It may come as a surprise what it will reveal. It is often small things that can be easily overcome which will start the New Year on a positive note.” Chiles said.