How degree apprenticeships can help solve hospitality’s talent problem

The number of job vacancies in the hospitality sector hit 146,000 between November 2022 and January 2023, according to data from the Office for National Statistics (ONS). This means vacancies remain to be 72% higher than those recorded pre-pandemic.

The uncertainty of the pandemic, Brexit and cost-of-living crisis have caused significant challenges for the hospitality industry over the past few years, including a talent exodus. 

It’s well-recognised that the hospitality sector struggles with talent retention. Many workers see the industry as a temporary measure to help fund their lifestyle during education or when they are still deciding what they want their future career to look like. For those that do stay, being able to progress within the industry or company is a reason for loyalty. 

Attracting talent can be a struggle too due to preconceptions around pay, workload and unsociable hours. Offering workers the chance to learn and move up the career ladder within hospitality, however, is an effective way to get people to stay within the sector, while also closing the widening skills gap.

The power of upskilling

According to research, 37% of businesses in accommodation and food services are having issues with recruiting enough skilled staff – making it the industry worst hit by worker shortages. 

By upskilling the current workforce, companies in the hospitality sector can work toward not only plugging the skills gap, but also work toward retaining talent and eradicating the stigma that a career in hospitality is only a ‘stop gap’ career.

For those in the industry already, some believe the sector has been very slow to adapt, especially when it comes to being adaptable in unprecedented circumstances and testing economic climates. This means there needs to be up-to-date education, as well as a big push for upskilling.

Arden University’s own research has shown that workers struggle with the idea of switching careers. We found that lack of confidence is one of the main factors preventing adults from exploring a new industry or job and that less than half (44%) of people feel there is adequate support and opportunities to change careers in the UK. 

People are struggling to find the links between their current skills and what they need for future roles – and the older generation doesn’t know how relevant their qualifications are, or if they need updating. Worryingly, our research also unveiled that, as people become older and gain more experience, they feel even less supported in changing or developing their career. The paradox of those with the greatest experience and depth of work-based capability being unsupported to find their place in a changing employment market has the worrying potential to push great talent out of organisations when exactly the opposite is needed.

How degree apprenticeships can play a part

Offering degree apprenticeships for employees is a great option for retraining and upskilling, while ensuring commercial benefits for employers. Just under half of those who start on apprenticeships are aged 25 and over and there are about 29,000 people aged 45 to 59 in training. With the average age of a hospitality worker in the UK being 34 years old, upskilling and retraining could provide a large talent pool for the industry to tap into. 

As the hospitality sector is rapidly changing with the pace of technological advancements, the skills required also change, that’s why degree apprenticeship programmes through a partner can play an important role in ensuring employees have access to bespoke learning and development for their roles and industry. 

Degree apprenticeships also ensure those in senior roles can advance in their career, while on the job. This opens doors for those who previously did not have access to higher education and, therefore, did not have the chance to gain a degree or post-grad qualification, helping to drive a diverse workforce through the managerial hierarchy. 

While hospitality’s labour challenges won’t be solved overnight, by focusing on investing in the development and training of those currently in the sector and showing the learning and development opportunities available in the career to those who are not, businesses can start to ensure they retain talent, attract new recruits, and ultimately, help future-proof their operations.