Behavioural Interview Tips for Travel Staff
For many jobseekers looking for their next Travel job, the interview is one of the most challenging aspects of the process, particularly when it comes to answering behavioural interview questions. This type of question requires you to think about a certain scenario from a past job and describe how you dealt with it. Hiring Managers love to ask them, because it highlights a candidate’s personality and shows how they react to difficult situations, allowing the interviewer to predict the candidate’s future behaviour. They can also be used to assess skills such as leadership, problem solving, interpersonal skills, organisational skills and the ability to handle pressure.
If you think these questions are challenging, you’re not alone – our candidates tell us all the time! However, being really prepared before the interview can help you relax and provide genuine answers that show off all of your positive traits. To help you get started in your preparation, here are our top behavioural interview tips to help you through, what can be, a pretty stressful situation.
Get Familiar with Common Questions
Behavioural interview questions can take many forms, so to avoid being caught off guard, it’s a good idea to do your research and be fairly confident you’ve covered all the bases.
In many cases, the questions will ask for an example or anecdote in which the candidate managed a particular situation or demonstrated certain skills. One of the easiest ways to identify them is to look out for key phrases that could clue you in, such as “Give an example of….”, “Describe a time that you…” and “How would you react if…”
Some examples of behavioural interview questions to look out for include:
- “Describe a stressful situation at work. How did you handle this and what was the outcome?”
- “Give me an example of a time that you failed to achieve a target at work and how you responded.”
- “What would you do if a customer complained about the service you provided?”
- “Tell me about a time that you had to respond to an unhappy customer. How did you handle the encounter?”
- “How would you react if a colleague disagreed with a decision you’d made?”
By familiarising yourself with the kinds of queries you might face, you can ease your nerves and ensure you’ll be ready with a winning response.
Practice the STAR Approach
Understandably, answering behavioural questions can be tricky because they often involve responding to a less-than-desirable situation, such as failure or conflict. Our natural instincts are often to steer well clear of anything remotely negative, so addressing this type of question can feel like walking through a minefield!
We find one of the easiest ways to organise your thoughts and give an answer that makes a good impression is to use the STAR approach:
- Situation – Give an example and explain what happened
- Task – Describe what you were doing
- Action – Talk about how you responded and what action you took
- Result – What was the outcome? Try to focus on how your actions resulted in a success for the company and/or what you learnt from the situation.
This behavioural interview technique provides a starting point to ensure the answer is specific, concise and relevant. Remember, your example doesn’t necessarily have to end with a good result – there are ways to put a positive spin on an unfortunate situation. The interviewer will be looking at how you have handled certain situations to get a sense of how you might respond to them in the future. Describing what you learnt from a negative experience, or what you would do differently next time, is often just as valuable.
Prepare Answers Ahead of Time
Whilst it’s important for your response to be genuine and not overly scripted, it can be helpful to think of some possible examples ahead of time. Nobody wants to freeze up in the interview because they’re nervous, so do yourself a favour and have some possible answers ready in case you get stuck. We think that anything you can do to set yourself up for success is worth the effort!
When preparing for an interview, look at aspects of your resume that could prompt questions. Come up with some work situations you have dealt with in the past that you could use as answers to various questions. For example, that time when you had to reschedule a complex travel package for a customer may provide answers to behavioural questions around collaborating with external stakeholders or overcoming a challenging situation.
Try not to overthink it – there is no right or wrong answer to these types of questions, as they are based on individual experiences. Take time to think through your answer and don’t be too rigid or overly detailed in your response, as you risk the answer coming across as rehearsed.
Most employers will use a combination of traditional and behavioural interview questions as part of their Travel recruitment process. Behavioural interview questions don’t need to be intimidating, but to give yourself the best chance of success, it’s important to think about how you can use your experience to illustrate your skills and personality traits in a positive light. For more advice on answering interview questions or for help with looking for Travel jobs in Sydney, feel free to give us a call. We love to guide our candidates through every stage of the interview process, so you'll benefit from lots of support to ensure you go into your next interview feeling totally confident.
Travel Recruitment – Top 5 Questions for 2019
Well that’s gone quick! January is already over, and the new year is now kicking off in earnest. This is traditionally one of our busiest times of the year; the break often compels people to think about their futures, and the steps they need to take to achieve their goals. Similarly, organisations have firmed up their strategy for the upcoming 12 months and are looking for the people to help them execute it.
With that said, I wanted to do a quick blog to give a few straightforward answers to some of the most common questions we’re asked. If you’re in the Travel industry and looking for new additions to your team this year, we hope the following will be of use!
1. What changes, if any at all, have you observed in the past year with the Travel Industry labour market?
Job seeker behaviours in the travel sector are changing. Job seekers are wanting to be found. Gone are the day of posting a job on a job board and getting lots of responses – when it comes to the high-level candidates, it’s up to you (or us!) to find them.
Another shift we’re seeing is that hiring managers are focusing on core competencies rather than just the on-paper attributes that you can find on an applicant’s CV – which is amazing. We’ve seen soft skills become just as important, if not more so, than technical skills, and we expect this to continue.
One great sign is that we’re seeing travel companies investing more and more in their people. The C&M team were recently out on a roadshow discussing talent management with managers, and benefits can have in engaging and retaining your best people. I feel that as an industry, we are getting so much better in this area, however the talent attraction and onboarding stages are areas of improvement.
2. What Travel Industry sectors are currently showing employment demand?
There are a few areas that we’re predicting to see a lot of demand for this year!
Retail travel: Good travel consultants have always been hard to find, and now is no different. If a travel consultant has a good client following and they’re making commission…why would they want to move? It’s a challenge for employers, and one where standing out from the competition is going to be critical – it’s about more than just putting a good salary/commission offer forward.
BDM: The role of a BDM has changed, no more muffin dropping! Getting a BDM with the ability to analyse big data and be creative is going to be an integral part of future success. That said, in many ways these skills are relatively new and hard to find in candidates. Big Data is a fairly new development and something that many organisations are yet to embrace. In time however, there won’t be a choice, so getting the right people in to set the business up for future success is going to be hugely important!
3. What jobs are in demand and at what levels of seniority?
At the moment, the big one we’re seeing is Corporate Travel Consulting. Corporate Travel Consultants who can do end-to-end consulting work, including ticketing and invoicing, are in high demand and that only looks set to grow for 2019.
Generally, we’re seeing an increase in the demand for those in commercial roles, including analysts, to have the skills to partner with the business and make recommendations. The focus is on making smarter business decisions in order to thrive, and anybody who can help achieve that is going to be really valuable!
4. What skills shortages are there within the labour market and which areas are workers investing in their skills and development?
Sales skills, systems training, ticketing advancements, brand marketing…the skills that are in demand highlight the end-to-end approach that businesses are taking. We’re also seeing more graduate programmes appear – something we see as a big positive. It’s great to see organisations investing in young talent and supporting their development!
5. What risks does the Travel Industry have in attracting and retaining its talent pool? How can these be mitigated?
As the tug of war around great candidates continues, ongoing engagement and pipeline-building of talent is essential. Changing the way in which people look at the travel industry is also going to be important – this dictates how many, and what kind of people want to pursue a career in travel, and making the travel industry an industry of choice will do a great deal to attract talented people.
My recommendation to clients at the moment is to really promote the company benefits. With the competition that’s out there and with how quickly things can change, businesses have to be proactive around what they can offer potential employees. People are looking for more than a good salary/commission package – they want to feel comfortable and happy at work. In that sense, the most important thing that Travel employers can do is to always focus on showing ‘care’ to their employees.
If you’re looking to hire top Travel talent in 2019, or you have more questions about the state of the market and upcoming hiring trends for the next 12 months, feel free to get in touch with our team.
Taking that Step from Travel Consulting into Management
Are you ready to take that next step in your travel career? Some of you will be thinking, how do I start that process and what should I do? If you are thinking your next step is progressing into a management position, then it’s all about taking the lead on your own development and proving that you’re ready to step up! To get you moving in the right direction, here are our tips to help you push for a promotion in management from a Travel Consultant position.
Be Proactive and Take Responsibility
Have you gone the extra mile to help a client book their dream honeymoon recently? Or maybe you’ve assisted a new colleague with learning the ropes? It’s easy enough to sit back and follow directions, but showing you’re ready to progress into a management role means going above and beyond and thinking outside of your expected duties. A strong work ethic is great, but a willingness to expand your scope and take on additional responsibilities will go a long way towards impressing those that matter.
Here are some fantastic ways to make yourself stand out above the rest:
- Show curiosity. This means asking lots of questions and getting familiar with new areas of the business.
- Volunteering to take on extra work or assist with new projects (within reason!).
- Look for ways to use your ideas and innovation to add value to the business.
- This goes without saying, but always aim to exceed the expectations of both your customers and managers. Having customers give positive feedback about your service is a great way to have your performance highlighted.
While it’s great to put in the extra effort, avoid stretching yourself too thin as this can make you less productive in the long run – no one wants to burn themselves out.
Clarify Your Intentions
If you are sat their thinking, I want progression but not into management, then this is okay too! Not everyone has the same aspirations and dreams. Do watch this space though…as a new blog is on its way from me, which will give you the insights on different avenues you can take after being a Travel Consultant.
However, if this isn’t the case and you're ready for management, it’s a good idea to make your intentions clear from the start – good communication is key here. While your desire to progress might seem obvious to you, it’s important to let your manager know so you’re at the front of their mind when a suitable role comes up. Also, clear communication is an essential skill for any management role, so why not start practising now?
You’ll also need to develop a solid plan to guide you in the direction you want to head. What are your goals? How will you achieve them? What is your next step? Identify any gaps in your skill set and work out how to develop them. Remember, it’s all about preparing yourself for your new management role, which brings us to our next point.
Show You’re Ready for Leadership
So, you have a strong work ethic (and the right skills), but you’ll need to prove that you’re ready for the step up, too. In many cases, the more experienced and longstanding Travel Consultants are the ones to progress to management first. However, whilst patience is important, tenure isn’t everything. When considering you for a management position, they want to know you have the qualities of a good leader.
In the travel industry, being a manager can be hectic, so showing an ability to manage stress and handle a heavy workload will be vital. It might seem simple, but this is about taking responsibility for yourself, as well as showing good communication and organisational skills. Loyalty to the business is important too, so be proactive and look for ways to support the bigger picture, like setting up initiatives or travel promotions and finding opportunities to improve service and drive sales.
If one of your career goals is progressing to management, keep in mind that promotions don’t happen on their own. By taking just some of the steps above, you can ensure that when the next opportunity arises, your name is at the top of the list. For more advice on your travel career or if you’re looking to take your next step, get in touch with me.
Five Must-Haves for a Winning Travel Resume
After a number of years in customer service and travel consulting, I decided to make a change, and have recently joined the C&M Travel Recruitment team (and I haven’t looked back!). Every day I get to help jobseekers through each stage of the hiring process, and I love being able to help take the stress out of the whole experience.
One of the great things about C&M is that we pride ourselves on being proactive and really taking the time to find the right fit for our candidates – but to do that, we need your help. Within just a few months of being in the Travel Recruitment industry, I have definitely picked up some patterns when it comes to what’s missing in Travel resumes. The good news is they are really simple things that are easily fixed but they could have a huge impact on the effectiveness of your resume!
So, to help you position yourself for your next Travel job, here are five travel resume must-haves:
1. The Bare Bones
When thinking about how to write a successful resume, it’s important to remember the basic necessities.
Make sure you’ve included all contact details that prospective employers may need. You’ll be surprised how often we see people leave their phone numbers off their resumes! If the employer is having to hunt for a candidate’s number, this is not a promising start. Contact information should be clear and easy to find right away – preferably at the top of the document.
A good travel resume should also be concise, but don’t sacrifice key information to get it into two pages. It can be hard to include all the relevant skills/experience in just a couple of pages, but more than three or four could be redundant and cause the reader to become bored.
2. A Seamless Work History
Work experience should be in reverse chronological order. If it’s not, this makes it harder for the employer to figure out how the roles relate.
Remember to include the month and year you commenced each job to show exactly how long you worked there. Without clarification, 2017-2018 could be anything from two years to two months!
Where there are gaps in your work history, whether that’s because of traveling, having children or just needing a break, be up front and address them from the get-go. Briefly include the reason (just a sentence is enough) so employers aren’t left to wonder, you don’t want them to assume the worse! It may seem like a negative, but gaps are not necessarily bad things – for example, if you took time to travel, that’s invaluable for a Travel Consultant job.
3. Key Skills and Experience
It’s essential to utilise keywords when talking about your skills/experience. Your resume is much more likely to stand out to employers this way, as they use these kinds of words and phrases on a daily basis.
For example, try providing specific destinations of interest in your travel section. We often use these to narrow down specialisations for new travel consultants.
Articulate all systems that you are experience in, including travel reservations systems such as Galileo or Tramada. We’ve found that candidates don’t always think to include these, but it is another example of key terms that recruiters and employers will use when screening for roles.
4. Coherence and Clarity
Less is more when it comes to presentation. A graphic CV might look nice, but could be distracting – a well-formatted Word document is the best way to approach this.
Use clear, specific language (keep the fluff to a minimum) that describes your skills and what you really did in a role. Incorporating terms such as “managed”, “created” and “developed” are more professional and easier to understand than relying on flowery descriptors.
5. Points of Difference
Employers and recruiters will see stacks of resumes so it’s important to stand out. Rather than using generic terms, list individual achievements and provide solid examples to go along with them. For example, the time you sold the most of a product and won a trip will stand out right away.
When discussing past roles, don’t just write out the job description. The recruiter already knows what is involved in these positions – what they care about is WHY they should look at you. Think about what makes you different as a candidate. How did you go beyond the job description? Are there examples of your accomplishments? What can you offer that other candidates can’t?
At the end of the day, the focus of any good Travel resume is to get the person out of the piece of paper. This is your one chance to sell yourself to recruiters and hiring managers, so it’s important to make a good first impression, highlight your unique strengths and show that you are more than a list of skills and qualifications.
If you have covered these key aspects but are still struggling to write a winning Travel Resume, come and speak to us for some further resume tips; we’re always happy to help.
Six Tips for Finding Your Next Travel Job
Whether you love your job or not, the chances are, you’ve given some thought to your next move in the travel industry. However, before you put any plans into action, what steps should you take to increase your chances of success? As a specialist Travel recruiter, we have plenty of experience in helping Travel Consultants do just that. Here are six key things to keep in mind when finding your next Travel job.
Review Your Resume
One of the most important aspects of preparing for a job search is ensuring your resume is in good shape. A well written and organised resume will communicate your strengths and recent experience to a potential employer at a glance, so be sure to update all relevant experience, achievements and interests, with work history organised in reverse chronological order. This is even more important if you’ve been in the same job for some time, as it’s likely your resume will need a refresh.
Resume length is something that is often debated, but we recommend that, in the travel industry, that you don’t go longer than three or four pages.
Utilise Social Media
Social media and recruitment go hand in hand these days, with both employers and recruiters regularly using it to find out more about potential employees. With this in mind, it’s a good idea to look at how you’re marketing yourself on social media platforms. LinkedIn is a great place to promote skills and relevant experience, so ensure it is up-to-date (and that it matches your resume!). Be active with your liking, commenting and sharing, as well as connecting with contacts and companies of interest.
LinkedIn isn’t the only platform to be aware of though – you’d be surprised what employers can find out by looking at other areas of your online presence, such as Facebook and Twitter. Because a lot of what we say and do ends up in the public domain, personal branding has become a critical aspect of today’s job search. Are you conscious of what you’re putting out across platforms like Facebook and Twitter? Would you be happy for a potential employer to see what you’re posting? Your privacy settings will play a big part here, so try Googling yourself – do you like what you see? If not, then make changes.
Connect with a Travel Recruiter
Reaching out to a specialist Travel Recruitment Agency is a great way to reduce some of the stress of a Travel job search. Take the time to meet with your recruitment consultant in person – after all, the more they can get to know you, the better they’ll be able to help. Be open and take any advice they give you onboard – this will all help your chances! Remember, the travel industry is small, so always try and make a good impression with everyone you come into contact with (this goes not just for Recruitment Consultants, but everyone you meet in the industry).
Build Your Network
The Travel industry is well known for being very social, so connecting with people and building your personal brand is one of the most important things to do before applying for a job. Actively meet with other people in the industry through various industry functions, expos and other events. Even if you are not currently looking for a new job in the Travel industry, continually building your network can help to strengthen relationships, raise your profile, and open doors you never knew existed.
Ask for Referrals
The Travel industry is a relatively small and close knit one, and you may be surprised how this can help with job search preparation. While discretion is often needed, being vocal about your situation with trusted contacts is another way to open opportunities. Reach out to suppliers, friends and other contacts to ask for a referral. For example, as a Travel Consultant, you might have a Business Development Manager coming in to see you each week – ask them about opportunities that might become available inside their organisation. If you don’t ask, you won’t know, so make the most of every connection at your disposal.
Being flexible goes a long way when meeting recruiters and interviewing with organisations. We see a lot of candidates who will tell us that they can only interview after 5pm because of work commitments. Whilst this is understandable, taking your job search seriously means finding ways to make it work. Arrange a meeting before work, during lunch, or even take some annual leave. If you want your Travel job search to have the outcome you want, it’s important to do everything possible to accommodate someone who wants to meet with you.
Preparing for a job search can be the difference between missing out and securing your dream role. By taking the time to bring everything into shape and crossing off these six steps off your list, you can be sure to start off your job search on the right foot.
If you would like further advice on things to do before applying for a job or help with finding your next Travel opportunity, get in touch with the team at C&M Travel Recruitment.
Five Steps to Ensure You Hire Top Travel Agents
Hiring the right candidate can be a tricky process to navigate at times. Although no manager wants to recruit the wrong person, all it takes is one mistake to kickstart a downward spiral that results in a loss of time and resources. However, hiring shouldn’t have to be this difficult, nor the risks so high. If you are looking for new talent, here are five steps to incorporate into your recruitment process and ensure you continue hiring top Travel Agents.
A successful recruitment process begins with a clear and well laid out plan, even before picking up a CV. From the outset, key stakeholders should be familiar with the process, as well as its goals.
Who are you looking for? Although it might be easier to recycle older job descriptions, it’s a good idea to spend some time to ensure it reflects the current role accurately. Whilst this can take time, it will certainly be beneficial in the long run.
It’s also good practice to draw up a persona of an ideal candidate and use this to measure candidates against. Do keep in mind, however, that you’ll unlikely find the “perfect” candidate, so a level of flexibility in decision making can help. We’ll touch on this later.
Don’t forget about the admin, either. We often see delays in hiring as a result of limited availability in interviewers’ diaries, especially in second round interviews where senior stakeholders are usually involved. Even if it’s just a placeholder, pre-booking diaries can help to minimise this hurdle.
Consider Cultural Fit
Culture fit may seem like the buzzword everyone is using right now, but it plays a very big part in ensuring the right person is hired for your team. It is widely viewed that hiring someone who is not a good fit for company culture can have a negative impact on the existing team and creates a greater risk of disengagement and underperformance. Take a look at what your company culture is like, and whether this aligns with targeted candidates. It’s worth keeping in mind that hiring solely on fit can sometimes be too narrow and lead to missing out on great candidates with different attributes that could add to your organisation’s culture.
In a busy job market, it is critical to act quickly. Top candidates often receive multiple job offers, so the longer it takes to decide, the higher the risk of losing a candidate to nimble competitors. To avoid losing your preferred candidates, keep the communication lines open by staying in constant contact, tighten the interview process (aim to have them completed within a matter of days), and be quick about finalising and extending the job offer.
Hire for Potential
As mentioned earlier, while it’s not completely unheard of, hiring the “perfect” candidate is rare. If you do have to compromise, looking at future potential will really come in handy here. Organisations find enormous value in looking beyond what's needed to be the perfect fit right now, and recognising the attributes required to excel in the future. And with a well-planned training programme, it might just be quicker than waiting for the “perfect” candidate to appear!
Continue Improving Your Hiring Process
Potential candidates shouldn’t be the sole focus though – look further to ensure the whole process is continually tweaked. The recruitment process says a lot about a company and its brand, and candidates (whether successful or not) will rate you by how they were treated throughout the process. This means:
- Improving employer brand through culture, candidate experience and fostering brand ambassadors
- As discussed earlier, continue streamlining the recruitment process
- It may also be a good idea to gauge what your candidates thought of the recruitment process – if there are any concerns, address them, and improve in those areas that are lacking
Taking on a new employee is always an important decision. Whilst making a mistake at the beginning could be detrimental in the long-term, following these steps will help you avoid missing out! If you are looking for further recruitment advice, or for support in the recruitment of Travel Agents, get in touch with the team at C&M Travel Recruitment.
PRESS RELEASE: C&M's Travel Salary Guide 2017
As part of C&M Travel Recruitment’s service to the travel industry, C&M completes a salary benchmarking analysis every 12 months and we are now releasing the 2017 results.
Collating information from active job seekers and vacancies in the travel industry, C&M has found that in most sectors of the travel industry there was an increase in salaries last year.
Our sample size had doubled in 2017 showing more travel industry executives using a specialist recruiter as their preferred form of job seeking.
The biggest winners were in the corporate travel, inbound travel and sales managers sectors.
The growing need for experienced leisure travel consultants servicing high end and corporate travel customers has seen salaries increase by 7%. Hiring managers are being more creative by including incentives and offering flexible working for these travel consultants.
C&M has also introduced a new category covering inbound travel as this area has seen some exciting growth in 2017.
The C&M team are arranging meetings with hiring managers through April to discuss their findings, so please contact the C&M team on 02 8221 8840 to arrange a meeting to discuss the results.
C&M Travel Recruitment is a market leading travel recruitment specialist with offices across Australia and UK. C&M services permanent and temporary recruitment needs from junior to director level positions.
For more information please contact:
Melissa Schembri – Managing Director
C&M wins Best Travel Recruitment Site at TravelMole Awards
C&M Travel Recruitment is delighted to have been named Best Travel Recruitment Site at the TravelMole Awards 2017.
The 13th annual awards saw C&M Travel Recruitment win the highly competitive category for the fifth time after having previously taken home the trophy in 2015, 2008, 2006 and 2005, while its sister company C&M Executive Recruitment was awarded the prize in 2011.
The awards, which recognise the best use of web, social and mobile technology in the travel industry, were handed out last week in a ceremony held on a boat cruise travelling along the Thames in London.
C&M’s win for Best Travel Recruitment Site quickly follows the launch of its new Content Hub, which features the C&M team offering CV tips, job interview advice, client help, staff profiles and industry discussions across 27 short videos.
Speaking about the win, Barbara Kolosinska, Director at C&M Travel Recruitment and C&M Executive Recruitment, said: “We’re extremely pleased to once again win Best Travel Recruitment Site at the TravelMole Awards against some very strong competition. This is the sixth time that C&M have won the award and we’re particularly happy to be able to defend our title from the last awards in 2015. Here’s hoping for three in a row in 2018!”
Other winners on the night included LateRooms for Best Accommodation Site, Royal Caribbean for Best Cruise / Ferry Site, easyJet for Best Airline Site, Welcome to Yorkshire for Best Tourist Board Site, Hays Travel for Best Travel Agent Site, Audley Travel for Best Tour Operator Site and Blue Sky Wildlife for Best Responsible Tourism Site.
By Owen Mckeon
Recommend a friend and earn $500!
WHO SAYS YOU CAN'T PUT A PRICE ON FRIENDSHIP?
Earn a $500 bonus by simply recommending a friend - it pays to be friendly!
If you know someone with experience of working within the travel industry and who's looking for a new job, simply refer them to C&M and we'll give you a $500 bonus! What could be simpler?
In order to get this amazing reward, your friend just needs to send us their CV with evidence of their previous travel experience, and must not already be registered with C&M.
Once your friend is placed in their new job and passes their three-month probationary period (or two weeks for a temporary role), we'll send you the $500 visa card. No catches!
All your friend needs to do is send their CV to us at email@example.com and mention that you recommended them to C&M.
Once you register with us, you also have the chance to set up email alerts so that you're notified whenever relevant jobs become available for you or your friends - now there's no excuse to not get shopping!
Technology, millennials and Brisbane: The year so far in travel recruitment
The first half of 2017 might not have been quite as eventful as the previous year, but it's still been an extremely busy and ever-shifting period with the travel industry feeling like it's changing a lot too, so here's some of my brief takeaways from the last six months.
Technology, technology, technology
This year, technology is hot! The most in-demand travel candidates in 2017 so far are those with experience in technology, as well as everything from helpdesk and account management. Marketing has also had a great first half of the year because of a shift in mentality in the Aussie market. All our jobs are now digital, so travel companies are moving away from the hybrid offline / online roles of previous years and are creating purely digital marketing positions. These roles have become so prevalent that we now have to recruit outside of the travel industry to bring people in.
There has always been a shortage of experienced Travel Consultants, but now even at intermediate level, we are struggling to find good talent. I'm not talking about vastly experienced candidates, but it's becoming harder to even find people with one year's experience who want to actually wake up and go to work! There are great opportunities available for those that do…
I went to a conference a couple of weeks ago with some educators in the industry about millennials - and specifically about how we motivate them. While we've probably all heard lots of contrasting views about the newest members of our teams, they are not a different breed – we just need to train our Managers to be diverse in their management style.
At C&M, we're currently talking to people across Australia about our salary benchmarking stats and also about how managers can keep their staff happy. There is always a turnover for Travel Consultants with one to two years' experience, but we need to find a way to keep them at our companies. Whether that's through an increased salary, flexible working, incentives, discounts or other benefits, it's become ever more important to find the right combination of ingredients to ensure our best staff stay with us.
Expanding into Brisbane and New Zealand
We have some really exciting plans for the rest of the year – we've wanted to focus on Queensland and New Zealand for some time, but we've never had the opportunity…until now!
The national desk sits with me, and I've never previously felt that we could trust someone to work remotely and be able to set up and run a new office. But one of our best Consultants in Sydney, Hayley, is a Kiwi and she has family in Queensland so she's the perfect person to take control of our new base in Brisbane.
We've only really been focusing on South-East Queensland for the last 18 months, but Hayley has had some awesome success in this time so we're now looking to kickstart the rest of the Queensland market.
New Zealand has been on our business plan since last year and, once she takes a few trips across to meet clients, I really think Hayley will do well. There's no-one else that I would choose to develop that area.
Right now, we have a formula that seems to be working. We're a small team but clients love this because they know that if one of us isn't here, then they can speak to any one of the team because we are all aware of exactly what's going on. Equally, there isn't a huge number of quality job seekers in the market at the moment, so the ones that are out there will be really well looked after – and they can be confident that we'll do all we can to find them a great new role.
Melissa Schembri is the Director of C&M Travel Recruitment in Australia
NSW tourist board appoints new General Manager
New South Wales will be hoping to see a boost in visitors later this year as its tourist board announces changes to its management team.
Stephen Mahoney is set to join Destination NSW at the beginning of July as its brand new General Manager - Regional where he will report in to the board’s Chief Executive Officer, Sandra Chipchase.
He will oversee the area’s local and international promotions and aim to increase the number of tourists visiting New South Wales as well as creating new travel jobs in Sydney.
Speaking about the arrival, Chipchase said that Mahoney brought with him extensive experience in areas such as travel trade, tourism marketing, events, aviation and communications.
She said: “Stephen has an impressive background in destination and brand marketing, sponsorship, tourism and media partnership development and stakeholder engagement programs and has held a number of senior, relevant roles with companies such as Qantas Airways, Japan Airlines and Etihad Airways and worked in senior roles with the Australian Tourist Commission in Australia, Japan and the USA.”
As well as this, Mahoney has also held managerial roles at the Australian Wool Innovation and the Australia Council for the Arts, while his most recent role was as Head of Corporate Communications for Australia and Asia at Etihad Airways.
Destination NSW will be hoping that Mahoney’s appointment helps the location to follow on from an impressive 2016 which saw Australia record its highest ever number of international arrivals.
According to the Australian Bureau of Statistics, a record 8.263 million people travelled to the country in the 12 months, which was up by 11 per cent compared to 2015.
New Zealand continued to the biggest inbound market for Australia and accounted for 1.3 million visitors last year, while arrivals from South Korea, Japan and China rose by 23.7 per cent, 22.7 per cent and 16.9 per cent, respectively.
By Owen Mckeon
My life in travel: From backpacking in London to launching C&M Australia
When I landed in London in 2001 as a backpacker, all I was looking for was a temporary job so I could afford to explore the city. I had no idea I would end up stumbling into a career that I love and be able to open my own travel recruitment branch in my hometown of Sydney! Here’s my story.
Backpacking in London
I arrived in London on a working holiday visa with absolutely no intention of staying long-term, so I started working as a temp for C&M Travel Recruitment earning £7 per hour, which felt like easy money back then!
But almost as soon as I started, the market went quiet. Luckily, the Temps Manager asked me to do some resourcing for her and cornered me in the kitchen one day saying, "If you want a really good job, just stay here because I'm going backpacking soon." So that’s how I started in recruitment and that’s where I stayed for the next seven years.
C&M was a lot smaller back then and we had so much fun – we worked hard and played hard. But that inevitably had to come to an end and I had to grow up. I met a boy and I wanted that boy to come home to Australia with me, so it was time for a change. It was hard to leave London because we were on such a high and in such a great position, but I had to think personally about what I wanted - and what I wanted was to come home.
Returning to Australia
When I got back to Sydney, I actually didn’t know what I wanted to do. I thought maybe my time in recruitment was done, and I should get back into travel.
Pretty much as soon as I started working at C&M in the UK, my Manager, Angus, had been pushing for me to launch my own branch in Sydney (I think he liked the thought of having a base in Australia for personal reasons!), but I kept saying no. I wanted to get married and have kids and I didn’t want the commitment of opening a whole new division on my own.
So in the end, I joined another recruitment agency and that's when I realised that the grass isn’t always greener…
At C&M, we have good morals and ethics, and we look out for the best interests of both the candidate and the hiring company, but my new job didn’t allow me to be the type of recruiter that I am or the type of recruiter that I was taught to be.
I always say that you can take something good out of any situation and this led me to realise there was a gap in the market for a recruitment company that wanted to create partnerships with their clients rather than just filling their jobs and taking the fee.
Setting up C&M in Sydney
So I told Angus I was in and I committed to launching C&M Australia, and the month that we launched was the very first month of the financial crisis - which was great timing!
The first two years were tough. I started out with one employee, but in the end I had to tell him that he needed to think about finding another role because he just wasn’t going to make any money here. We had some tough years. I just tried to keep it afloat by building good relationships and I did a lot of free consultancy during that time giving businesses advice on recruitment, and that has now paid off. Those companies are now my clients and we have great relationships with them.
I remember when Angus and I were thinking about our strap line and trying to work out what we wanted to be, and he always said, "I want to be the biggest recruiter out there", but I never wanted to be the biggest; I just wanted to be the most successful. It sounds like a cliché, but bigger isn’t always best. As a business, you need to look at yourself and decide what’s important. For me, it was about creating partnerships in the industry and then building successful relationships, rather than just having quick wins. And that’s what has made us successful.
Adapting to the Australian market
When I left the UK, I hadn’t been in the Aussie market for some time, and there are definitely a few cultural differences compared to the UK. Aussies are very relaxed, and for my first couple of client meetings, I went in with quite a formal approach because that was how I had been trained. I took my laptop and had a presentation ready, but as soon as I arrived, the client would say, "Do you want to go for a coffee?" So now I just do coffee and I can’t even remember the last time I did a presentation!
Australia is such a small market and it’s very much about relationships, but these are closed door relationships and you need to earn those stripes. It is quite hard to get the first meeting because it is about who you know. I’ve been back in Australia for about a decade now but I am still building these partnerships up!
We’ve had challenges recently and there are a couple of new recruiters coming into the travel market. The UK and Europe are pretty saturated, but Asia Pacific is still relatively untouched – especially Australia and New Zealand. There are a lot of easy alliances, so for a recruiter the main difference is to do with culture more than anything else.
As much as we are a part of the bigger C&M team in the UK, we are still very much a small business in Australia, and we are run like a small business. That has its frustrations and struggles, but the good thing for our clients is that they know we are flexible and they know they will get our undivided attention. I hope our clients can see that we are a little family; it really is not a competitive recruitment environment and that is why it works.
We’re passionate about what we do and we really care about the people we’re trying to help. For instance, we had a candidate drop off some donuts for us today to say thank you – and it is those little things that make you think you’ve made a difference. It’s nice to have recognition that the way we work is the right way of doing things!
Melissa Schembri is the Director of C&M Travel Recruitment in Australia.
PRESS RELEASE: C&M’s Travel Salary Guide 2016
As part of the C&M Travel Recruitment service to the travel industry, we complete a salary benchmarking analysis every 12 months - and our results for 2016 are now in.
Collating information from active job seekers and vacancies in the travel industry, C&M have found that in most sectors of the travel industry there has been an increase in salaries in 2016.
The biggest winners were in the retail travel, technology and marketing sectors.
The growing need for experienced retail travel consultants has seen base salaries increase by 9.2%, while retail travel managers are being more creative on base/commission splits making packages more enticing.
Other sectors with growth included online travel and marketing with both seeing increases of 8%. C&M have also introduced a new category covering inbound travel as this area has seen some exciting growth in 2016.
Wholesale travel salaries have seen a plateau in most roles, but we have noticed that the role of a 'wholesale travel consultant' has changed, mixing direct bookings with wholesale roles.
C&M are happy to discuss their findings with travel organisations across Australia, so please contact the team on 02 8221 8840 to arrange a meeting to discuss the results.
C&M Travel Recruitment is a market leading travel recruitment specialist with offices across Australia and Europe. C&M service permanent and temporary recruitment needs from junior to director level positions.
For more information please contact:
Melissa Schembri – Managing Director
02 8221 8840
Record-breaking year for Australian travel
The Australian travel and tourism industry recorded a bumper year in 2016 with more international arrivals than at any point in history.
A record total of 8.263 million people visited the country last year which was up 11 per cent from 2015, meaning it was an extremely busy year for those working in travel jobs across Australia.
The figures from the Australian Bureau of Statistics showed that all 15 of the country’s top 15 key international markets posted growth in 2016, with nine seeing double digit increases.
South Korea, Japan and China all experienced strong rises in the 12 months to December 2016 with increases of 23.7 per cent, 22.7 per cent and 16.9 per cent, respectively, while it was also an impressive year in terms of visitor numbers from the USA (plus 16.4 per cent), Malaysia (plus 14.3 per cent), India (plus 11.3 per cent), Indonesia (plus 13.8 per cent) and Singapore (plus 10.7 per cent).
Despite this, Australia’s biggest inbound market remains New Zealand which accounted for 1.3 million visitors last year – up by 2.7 per cent from 2015.
Speaking about the figures, John O’Sullivan, Managing Director at Tourism Australia, said: “The record results confirm the strength of Australia’s tourism industry and desirability of our tourism offering internationally
“It is terrific to see that alongside our key markets in Asia such as China, South Korea, Japan, Malaysia, India, Singapore and Indonesia, that the USA also posted a double digit increase in visitors in 2016.”
In terms of outbound travel, 9.928 million Australians visited overseas countries in 2016, with New Zealand again topping the list with 1.316 million travellers, followed by Indonesia (1.248 million) and the USA (1.053 million). Also popular were the UK (587,600), Thailand (528,600), China (451,400), Singapore (377,100), Japan (362,500), Fiji (344,700) and India (319,400).
By Owen Mckeon
Are Australians planning fewer holidays in 2017?
The proportion of Australians planning to take a holiday has fallen to its lowest level in three years, according to a new report.
The latest results from the Roy Morgan Holiday Tracking Survey found that a total of 69 per cent of Aussies surveyed between July and September 2016 expected to take a holiday in the next year with 55 per cent planning on a domestic break.
However, the figures from 12 months earlier showed that 73 per cent were planning to take a holiday during the next year and 58 per cent expected to do so in Australia.
The survey found that the percentage of people planning a foreign holiday remained relatively stable over the past year at around 11 per cent.
Breaking down the stats, 78 per cent of ‘empty nesters’ plan to holiday this year, compared to 73 per cent of parents with children aged under 16 and 68 per cent of people living in childless households.
There were also regional differences, with 12 per cent of Australians who live in capital cities planning an overseas holiday compared to only nine per cent of people who live elsewhere, while the reverse is true in terms of domestic trips (54 per cent versus 57 per cent, respectively).
Speaking about the stats, Norman Morris, Industry Communications Director at Roy Morgan Research, said that the overall decrease in holiday demand may not be linked to recent terrorist atrocities.
“In the 12 months to September 2016, the proportion of Australians planning a holiday in the next year went from a record high to its lowest point in nearly three years,” he said. “While it might be tempting to attribute this decline to recent international terrorist activity such as the Bastille Day attack in Nice, Roy Morgan data shows a downturn in domestic rather than overseas intention.”
By Owen Mckeon
Australia visitor numbers rise again
The number of people travelling to Australia has risen once again, with 694,300 visiting the country in October, according to official figures.
The figure was up 11.1 per cent from October 2015 and marks the tenth consecutive month to see double figure annual growth.
Leisure travel continued to be the primary reason for visiting Australia in October, with 344,500 taking holidays and 160,200 choosing to visit friends or family, although the big increases were seen from people travelling to the country for employment (up 47.9 per cent year-on-year) or education (up 46.7 per cent year-on-year).
The figures from the Australian Bureau of Statistics (ABS) also showed that it has been a busy year for people working in travel jobs in Australia with 8.138 million people having visited in the year to October 2016, which is 11.5 per cent up compared to the previous 12-month period.
Much of the increase is due to the huge 25.1 per cent year-on-year rise in people taking holidays in the country (4.157 million), while there was a 1.9 per cent dip in the number of people visiting Australia to see friends and family (2.029 million) meaning the total number of leisure travellers increased by 14.7 per cent during the 12 months.
There was also a 0.7 per cent annual fall in business travellers (808,900) in the year to October 2016, a 15.2 per cent rise in education visitors (519,700) and an 11.7 per cent fall in the amount of people travelling for employment (286,900).
The past year has seen strong increases in the number of people travelling to Australia from South Korea (up 28 per cent), Japan (up 21 per cent), China (up 20 per cent) and the USA (up 18 per cent), although New Zealand remains Australia’s biggest inbound market.
Speaking about the stats, John O’Sullivan, Tourism Australia’s Managing Director, said: “It’s fantastic to see the number of international visitors from all of the markets Tourism Australia targets grow over the past year with a particularly strong performance from key Asian markets and the US.
“The current level of aviation activity gives you some indication of how the airlines see future demand.”
By Owen Mckeon
Virgin Australia appoints new Independent Director
A new Independent Director is set to bolster the board of the Virgin Australia Group from next month, the carrier has announced.
Ken Dean will join the company on December 1st when he will take on the title of Independent Non Executive Director.
The move is the latest senior job for Dean who is currently the Director and Chair of the Audit and Risk Committees at Energy Australia and BlueScope Steel, while he was previously the Director of Santos for 11 years and the Chief Financial Officer of Alumina Limited for four years.
His career also saw him spend 30 years at the Shell Group, where he held various management jobs including being Chief Executive Officer of Shell Financial Services, and Executive Director of Finance and Corporate Services for Shell Australia.
Dean is also the Non Executive Director of Mission Australia and will become its Chairman from next week.
Welcoming Dean to the airline, Elizabeth Bryan, Chairman of the Virgin Australia Group, said: “We are delighted that Ken Dean will be joining us as an Independent Director. Ken’s extensive experience as a Senior Finance Executive and Board Member will add significant value to the Virgin Australia Group. Ken will also contribute great independence of thought and new insights as a Director.”
Another company recently making changes to its senior management team was Helloworld, which announced last month that Garry Hounsell will join the company as its new Independent Chairman of the Board.
The move will see him succeed Non Executive Board Director Rob Marcolina, who had been the acting Chairman since Helloworld merged with the AOT Group in February 2016.
Hounsell’s career has included various senior travel jobs including being the Director of Qantas Airways Limited, Chairman of PanAust Limited and Director of Orica Limited, while he was also the Director of both the Mitchell Communication Group Limited and Nufarm Limited.
By Owen Mckeon
Young Brits targeted in new Australia travel campaign
Australia's tourism body is targeting young people in the UK in its latest advertising campaign.
The Working Holiday Maker program is designed to increase the number of Brits travelling to work in the Australia, and will potentially lead to the creation of new jobs in travel in the country.
The UK is already Australia’s largest market for working holiday travellers, with 200,000 young Brits visiting the country in the 12 months to June 2016, including almost 60,000 working holiday makers, who spent $1.4 billion while in the country.
Launched by Steven Ciobo, Australia’s Minister for Trade, Tourism and Investment, the scheme is an initial £500,000 partnership between Tourism Australia and youth travel company STA Travel, with an additional $10 million of Government funding due to be added over the next three years.
Speaking at the launch, Minister Ciobo said: “With recent changes announced to the program, a working holiday in Australia is now easier and affordable. Australia offers working holiday makers the highest after tax wages compared to competitor countries like Canada and New Zealand.”
The scheme features various new measures including setting a 19 per cent tax rate for working holiday makers on earnings up to $37,000, reducing the application charge for such visas from $440 to $390, and introducing more flexible visa arrangements.
Primarily digital, the new campaign will target the UK and five other key markets over the next six to 12 months, while Tourism Western Australia will work alongside STA Travel next month to promote the attractions in Perth and Western Australia.
In other travel industry news, Helloworld announced earlier this month that it has appointed Garry Hounsell as its new Independent Chairman of the Board.
Hounsell will take on the senior travel job from Rob Marcolina, who will now resume his role as Non Executive Board Director after being the Acting Chairman since February 2016.
By Owen Mckeon
Helloworld adds new Chairman
Helloworld has announced that Garry Hounsell will join the company as it makes changes to its senior management team.
Hounsell will take on the title of Independent Chairman of the Board and will succeed Rob Marcolina who has acted as Chairman since the company merged with the AOT Group in February 2016. Marcolina will now resume his role as Non Executive Board Director.
The new role will be another addition to Hounsell’s workload, which already includes being a Director of Spotless Group Holdings Limited, Integral Diagnostics Limited, Treasury Wine Estates Limited and Dulux Group Limited.
His career has also seen him hold various high profile travel jobs including being Director of Qantas Airways Limited from 2005 to 2015, Chairman of PanAust Limited from 2008 to 2015, Director of Orica Limited from 2004 to 2013, Director of Mitchell Communication Group Limited from 2006 to 2010 and Director of Nufarm Limited from 2004 to 2012, while he was also a Senior Partner at Ernst & Young and Chief Executive Officer and Country Managing Partner at Arthur Andersen.
Helloworld Limited’s Chief Executive Officer and Managing Director, Andrew Burnes, welcomed the appointment and said it was a “great outcome” for the company.
Amadeus also recently announced that it was making changes to its management team by appointing Eugen Chan as the new Chief Commercial Officer Distribution for the Asia Pacific region.
Chan will report in directly to Albert Pozo, APAC President at the travel technology company, and will be based at its Singapore office where he will look after the distribution commercial teams.
He takes over from Leon Herce, who is to move to the Buenos Aires base to oversee the company’s distribution business in Latin America and the Caribbean.
Chan has previously been the Managing Director for Singapore at BCD Travel, the Senior Director for Global Sales for the Asia Pacific region at Carlson Wagonlit Travel and the Regional Director - Head of PORTIA for Asia Pacific and Japan at Thomson Reuters.
By Owen Mckeon
Virgin Australia launches new Los Angeles and Abu Dhabi routes
New flights linking Australia with the United States and the United Arab Emirates are set to launch next year, it has been announced.
Virgin Australia is to introduce five services per week from Melbourne to Los Angeles using Boeing 777-300ER aircraft, with the first flight due to depart on 4th April 2017.
Later in the summer on 9th June, the carrier is also set to launch three services per week between Perth and Abu Dhabi using Airbus A330-200 aircraft.
It is hoped that the routes will also lead to the creation of new jobs in travel across Australia.
Speaking about the plans, John Borghetti, Chief Executive Officer at the airline, said: “The United States is a key market for Virgin Australia and this enables us to service Los Angeles from the three biggest gateways in Australia – Brisbane, Melbourne and Sydney.”
He added: “Our A330 aircraft will be deployed on a long-haul international route for the first time on flights between Perth and Abu Dhabi, which increases the number of services offered on the route from seven to ten per week through our alliance with Etihad Airways.”
However, as part of the changes, the airline also revealed that it will reduce its Brisbane to Los Angeles departures from seven flights per week to six from 7th April 2017. Meanwhile its three times weekly service from Sydney to Abu Dhabi will cease completely after 4th February, although alliance partner Etihad Airways is set to add services to the route during the same month.
Elsewhere, a new report from Tourism Research Australia found that the country’s travel sector has grown three times faster than the overall economy.
In the 12 months up to June 2016, travellers spent a record $38.1 billion in the country, which was $4.7 billion (or 14 per cent) above the total from the previous period.
Australia also welcomed 680,000 more visitors during the same timeframe, meaning the total increased by ten per cent to 7.2 million.
By Owen Mckeon
Australian travel industry outperforms economy
An increase in the number of people visiting Australia has helped the country’s travel and tourism industry to outperform the wider economy, according to new stats.
The travel sector grew three times faster than Australia’s overall economy in the year to June 2016 as travellers spent a record $38.1 billion in the country, which was up 14 per cent (or $4.7 billion) from the previous 12 months.
A total of 7.2 million people aged 15 and over visited the country during the period, which was a ten per cent increase (plus 680,000) from the previous year, while the number of nights that they spent in Australia also rose by five per cent to 248 million.
The latest International Visitor Survey from Tourism Research Australia found that much of the increase was led by the United States and China, with American visitor numbers rising by 14 per cent to 619,000 with their spend jumping by 20 per cent to a record $3.6 billion.
Meanwhile, there was a 23 per cent increase in travellers from China with the 1.1 million visitors spending a total of $8.9 billion, which was up by 27 per cent from the previous 12 month period.
Demonstrating the strength of the latest figures, 13 of Australia’s top 20 inbound markets reported record visitor arrival numbers including the likes of New Zealand, the US, China, Hong Kong, India, Germany, Scandinavia, Malaysia, Thailand, Singapore, Taiwan, Indonesia and Switzerland.
Speaking about the figures, Tourism Australia’s Managing Director John O’Sullivan said: “We’ve been seeing double digit growth in both international arrivals and spending for some time now, and the feedback we’re getting from tourism operators in Australia and our trade and distribution partners overseas is very upbeat.”
“I’d argue that Australia’s international appeal has never been higher, providing a perfect marketing platform upon which to roll out our latest global campaign and take our destination message to the world.”
By Owen Mckeon
Melbourne named world’s most liveable city
Melbourne has once again retained its crown as the world’s most liveable city, although a number of European destinations saw their ratings fall following the rise in terrorist attacks.
For the sixth year in a row, the Victoria city was named the world’s most liveable and edged Vienna into second place with a score of 97.5 out of 100 compared to the Austrian city’s 97.4.
Very close behind were Canada’s Vancouver and Toronto with scores of 97.3 and 97.2 respectively, while Adelaide and Calgary were tied for fifth place with 96.6.
Rounding out the top ten were Perth with 95.9, Auckland with 95.7, Helsinki with 95.6 and Hamburg which scored 95.
Despite Melbourne and Perth figuring highly in the list, Sydney lost its place in the top ten due to a “heightened perceived threat of terrorism”.
Such threats also affected the rankings of many European cities, with Zurich, Geneva, Frankfurt, Berlin, Oslo, Luxembourg, Brussels, Paris, Rome and Lisbon all seeing declines in liveability as a result of concerns.
Similarly, the social unrest in many American cities in recent months has led Chicago, Atlanta, Cleveland, San Francisco and New York to all see their scores fall this year.
In total, liveability has declined in 29 of the 140 surveyed cities since last year’s report.
Interestingly, the highest placed UK city was Manchester which moved up three places to 43rd position, with London ten places behind.
In other news, a campaign has been launched to highlight the tourism industry in South Australia, which will potentially lead to the creation of new travel jobs in the area.
The campaign will be funded by the State Government and will feature 17 adverts to be broadcast on national television, online and through social media.
Currently a total of 35,700 people are directly employed in travel jobs in South Australia, with job creation in the state increasing by 13.8 per cent in the past two years.
By Owen Mckeon
South Australia launches new global tourism campaign
A new advertising campaign promoting the benefits of travelling to South Australia is set to be seen across the world in the coming months.
The State Government has announced that the new global tourism campaign will aim to capitalise on its record visitor economy.
A total of 35,700 people are directly employed in tourism or travel jobs in the state, while South Australia has seen job creation increase by 13.8 per cent in the past two years, and it is hoped that the ads will lead to further roles being created in the future.
The campaign, which will contain 17 adverts to be shown on national television as well as online and through social media, will be funded by the State Budget which included a record $35 billion to be spent on marketing the area both at home and abroad.
The State Government has stated that it aims to increase the visitor economy from $5.7 billion to $8 billion by 2020.
Locations such as Kangaroo Island, the Eyre Peninsula, Adelaide Hills and Flinders Ranges will all feature in the campaign, as will Chefs Ling Yeow, Andre Ursini, Lachlan Colwill alongside a selection of the state’s best food, wine and clothing from the likes of Paolo Sebastian, Tiff Manuell and RM Williams.
Announcing the adverts, Leon Bignell, Minister for Tourism, said: “Our growing fleet of airline services provides an ideal opportunity to showcase to the world what South Australia has to offer. Our investment in the Riverbank precinct, Adelaide Oval and the Convention Centre, is also helping to ensure we continue to attract world-class events and conferences – meaning even more visitors are coming here.”
In other news, Amadeus has announced the appointment of a new Chief Commercial Officer of Distribution for the Asia Pacific region.
Eugen Chan will take over from Leon Herce, who is set to oversee the company’s distribution business in Latin America and the Caribbean after spending five years in charge of the Asia Pacific region.
By Owen Mckeon
New Asian Commercial Chief installed at Amadeus
Amadeus has announced that it has appointed Eugen Chan as its new Chief Commercial Officer Distribution for the Asia Pacific region.
The travel technology company revealed that Chan will be based at its Singapore hub, where he will lead the distribution commercial teams and be responsible for commercial P&L growth across the area.
Reporting in to Albert Pozo, APAC President at Amadeus, Chan takes over from Leon Herce who is to relocate from the Asia Pacific region after five years in order to oversee the company’s distribution business in Latin America and the Caribbean from his new base in Buenos Aires, Argentina.
Speaking about the changes, Pozo said: “During the past years, Amadeus has built a remarkable success story in Asia Pacific, based on continued investment, localisation and diversification. Eugene’s appointment builds on this momentum.
“He has an impressive travel and technology background, with Asia Pacific in his DNA. His enthusiasm, experience and customer-focused approach will benefit in further consolidating and growing our leadership position in the region.”
Chan’s career has seen him hold various senior travel jobs across Asia including being the Managing Director for Singapore at BCD Travel between 2013 and 2016, the Senior Director for Global Sales for the Asia Pacific region at Carlson Wagonlit Travel and Regional Director - Head of PORTIA for Asia Pacific and Japan at Thomson Reuters.
Elsewhere, Jeffrey Goh is due to take over as the new Chief Executive at Star Alliance where he will become the head of the world’s largest global airline alliance.
Currently the Chief Operating Officer and General Counsel at Star Alliance, Goh will replace Mark Schwab who is set to retire at the end of the year after spending four years in the role and previously held high profile travel jobs at the likes of US Airways, United Airlines, American Airlines and Pan American World Airways.
By Owen Mckeon
New Chief Executive at Star Alliance
A new Chief Executive is set to take over as the head of the world’s largest global airline alliance.
The high profile executive travel job will see Jeffrey Goh lead Star Alliance, which counts 27 airline members, 42 airline affiliates and carries around 638 million passengers each year.
Goh, whose appointment was announced by the Chief Executive Board, is to take over the role from Mark Schwab who is due to retire in December after spending four years in the role.
Before joining the alliance, Schwab held senior travel jobs at various carriers including United Airlines, US Airways, American Airlines and Pan American World Airways.
Taking over on 1st January 2017, Goh is currently the Chief Operating Officer and General Counsel at Star Alliance and was previously at the International Air Transport Association (IATA).
Speaking about the changes, Calin Rovinescu, Chairman of the Chief Executive Board at Star Alliance, said that the decision to appoint a successor six months before Schwab’s departure would help to ensure a smooth leadership transition.
He said: “With Jeffrey, we have selected an experienced aviation professional who is well known and respected by our member airliners and will be able to lead our alliance organisation through the fast moving developments in this highly competitive global aviation environment in the coming years.”
Goh’s first year in charge of the alliance could be a busy one if new figures showing a big increase in flights to Australia are any indication.
A report from the Australian Bureau of Statistics (ABS) showed that there was an 11.6 per cent rise in the number of people travelling to the country in March compared to a year earlier.
This means that in the past year, a record 7.67 million people have visited Australia, which is up annually by 8.7 per cent, or 611,000 visitors.
By Owen Mckeon
New Zealand sees record visitor numbers
Visitor numbers to New Zealand reached a new record high in April despite a fall in Australian tourists, new figures have shown.
A total of 256,700 people travelled to New Zealand last month which was up by eight per cent from the previous year, meaning 3.27 million people have visited the country in the last 12 months – up annually by 11 per cent.
Much of the overall increase was due to the huge 39.9 per cent growth in travellers from China, while there were also big increases of 22.1 per cent from Japan, 34.8 per cent from Korea and 55.6 per cent from the Philippines.
However, the number of people travelling across from Australia fell in the month by 3.1 per cent to 103,800, while there was also a 4.5 per cent fall in the number of people visiting from the United Kingdom (10,960).
Speaking about the stats, Kevin Bowler, Chief Executive at Tourism New Zealand, said that the overall increase could potentially lead to the creation of new travel jobs in New Zealand.
He said: “To see this level of growth in off-peak arrivals is exceptionally good news for the industry – by extending the traditional peak season it enhances employment opportunities and the value growth is bringing significant economic benefit to the country.”
In terms of outbound travel, there was an eight per cent rise in the number of New Zealanders taking foreign trips in April (217,800), while the yearly total rose by six per cent to 2.44 million.
Unsurprisingly, Australia was the most popular destination, with 100,320 New Zealanders travelling to the country in April, which was up by 1.2 per cent from the previous year, while China saw a 26.2 per cent increase, Japan rose 24.8 per cent and trips to the United Kingdom rose by 14.1 per cent.
By Owen Mckeon
Australia visitor numbers jump 11.6%
The number of people travelling to Australia leapt by 11.6 per cent in March compared to the same month last year, according to new figures.
A total of 754,600 people visited the country in the month, meaning a record 7.67 million travelled to Australia in the 12 months up to March 2016 – an increase of 8.7 per cent (or 611,000) from the previous year.
The figures were revealed by the Australian Bureau of Statistics (ABS), which also showed that leisure arrivals (classed as people on holiday or those travelling to the country to visit friends or relatives) rose by 10.7 per cent over the period, although business travel numbers dipped by 5.2 per cent.
Speaking about the findings, John O’Sullivan, Managing Director at Tourism Australia, said: “There’s plenty to like about these figures, with the month showing double-digit growth which maintains the strong momentum we’ve been enjoying since the start of the year.
“Feedback and early results from our new aquatic and coastal campaign have been very encouraging, so hopefully there is plenty more upside in the numbers for the rest of the year.”
In terms of Aussies’ travelling habits, a separate poll found that the majority of us would prefer to holiday with our family rather than our friends.
The research from Emirates found that 60.5 per cent of Australians would choose to travel with their relatives, although 28.3 per cent have not done so for at least five years, while 18.6 per cent have waited more than a decade.
Predictably, the most common reason for not booking a family holiday was because of a lack of money (63.4 per cent), with 40 per cent blaming it on problems regarding setting a convenient date.
The stats also showed that the majority of us (57.7 per cent) have travelled abroad with our family at some point in the past, with 43.6 per cent saying their main motivation for doing so was to spend quality time with each other.
By Owen Mckeon
Aussies choose family not friends for travel
The majority of us would prefer to spend time on holiday with our family rather than our close friends, according to new research.
However, despite 60.5 per cent of us claiming to prefer to go travelling with our family, it’s been years since many of us actually had such a holiday.
The stats from Emirates show that for 28.3 per cent of us it has been five years since we last flew away with our relatives, while 18.6 per cent have waited more than a decade to do so.
The biggest barrier to booking a family holiday is money (63.4 per cent), while 40 per cent of Aussies say they found it difficult to coordinate their diaries.
Interestingly, those aged under 35 were most likely to want to travel with their relatives (72.9 per cent), with the over 50s (72.9 per cent) also very keen.
Predictably, the burden of actually booking the holiday typically falls to the mums, with 43.6 per cent taking responsibility.
The research also found that 57.7 per cent of Australians had previously been on a foreign holiday with their family, while the most common reasons for doing so were to visit friends and relatives (45.8 per cent) and to spend quality time with each other (43.6 per cent).
Speaking about the report, Barry Brown, Divisional Vice President for Australasia at Emirates, said: “Although it may have been a number of years since their last family holiday, it’s heartening to see that the family holiday tradition is still valued by Australians, with mums continuing to play a key role in bringing the family together for these special trips.
“Regardless of age, the research shows that there is still a strong appetite from children, even when entering their adult years, and parents and grandparents alike to travel together as a family.”
By Owen Mckeon
Australian job ads rise again…just
The number of adverts for new jobs in Australia rose in March but by just 0.2 per cent, according to new stats.
The monthly survey by Australia and New Zealand Banking Group (ANZ) found that job ads in newspapers and on the internet increased to an average of 155,108 per week after falling by 1.2 per cent in February. However, adverts were still up by ten per cent annually.
Internet ads accounted for much of the increase, with monthly growth of 0.4 per cent and a 10.7 per cent annual rise, compared to an 11.4 per cent monthly fall and 19.5 per cent annual drop for newspaper advertisements.
The internet now accounts for the vast majority of all job listings, numbering an average of 152,543 per week in March compared to just 2,565 in newspapers.
Speaking about the stats, Justin Fabo, Senior Economist at ANZ, said: “The number of job ads has been broadly unchanged for four months now, signalling an easing in hiring intentions. To some extent this is unsurprising given the strong pace of jobs growth over much of 2015 and modest improvement in the unemployment rate.”
He added that recruitment now appears to be “taking a breather”, but job growth is expected to be maintained over the next six months keeping the unemployment rate at around 5.75 per cent.
In other travel job news, Uniworld Australia announced last month that it had appointed Fiona Dalton to its management team.
Taking on the title of Managing Director for Uniworld Boutique River Cruise Collection Australia, Dalton will join the company in early May and will replace John Molinaro who announced in February that he was to leave the business after eight years.
Dalton’s move follows a career that has seen her spend time as General Manager of Sales at helloworld, Regional Relationship Manager at American Express Business Travel and Leisure Sales Manager at Le Meridien Hotels and Resorts.
By Owen Mckeon
Uniworld Australia unveils new Managing Director
Uniworld Australia has announced that it has appointed helloworld’s former Sales Manager to its management team.
Parent company The Travel Corporation (TTC) revealed that Fiona Dalton will join the company in early May when she will take on the full title of Managing Director for Uniworld Boutique River Cruise Collection Australia.
She replaces John Molinaro who announced last month that he was to step down from the role after spending eight years with the company.
Over the past two decades, Dalton has worked in senior travel jobs at various companies including helloworld where she was General Manager of Sales and Manager of National Industry Sales, while she was Regional Relationship Manager at American Express Business Travel, Associate Director at the Macquarie Group, Business Development Manager at Toll Transitions and Leisure Sales Manager at Le Meridien Hotels and Resorts.
Welcoming the company’s new recruit, John Veitch, Chief Executive Officer at TTC Australia, said that the appointment came after an “extensive” recruitment search.
“I am thrilled to welcome Fiona into the TTC family and wish her well in her new role as Managing Director of one of our most prestigious global brands,” he said.
“Fiona has outstanding credentials for this role given her extensive industry knowledge and experience, proven leadership skills and exceptional commercial nous.”
Dalton’s departure from helloworld was announced last week with the company due to begin a recruitment search to fill the newly vacant travel job.
The business has also recently seen the exit of Kim Portrate, its Chief Marketing Officer, Stephanie Belton, General Counsel and Company Secretary, and Andrea Slark, General Manager for Corporate Development. Jenny Macdonald is also set to leave her role as Chief Financial Officer at the end of April, when she will be succeeded by Michael Burnett, the former CFO of Transurban North America.
By Owen Mckeon
Passenger numbers increase 7.5 per cent at Sydney Airport
Staff working in travel jobs at Sydney Airport have had a busy start to the year with passenger numbers increasing strongly in January.
Overall, there was a 7.5 per cent increase in passengers in the first month of 2016 compared to the previous January to reach a total of 3.654 million, with international numbers rising by 9.5 per cent and the domestic total increasing by 6.2 per cent.
With an 8.3 per cent rise, Australian flyers led the way in January, followed by tourists from China (up 38.9 per cent), New Zealand (down 1.7 per cent), the UK (up 8.7 per cent) and the USA (up 15.1 per cent).
Also making the top ten list were travellers from Korea (up 13.9 per cent), India (up 11.8 per cent), Japan (up 11.9 per cent), Germany (up 2.8 per cent) and France (up 4.8 per cent).
The airport added that much of the large increase from China was due to the early Lunar New Year, while it expects to welcome more than 430,000 people from the country in the first quarter of 2016.
There was also an increase in outbound figures in the month with passenger numbers rising by 8.3 per cent due to peak school holidays, with some of the most popular destinations being the USA (up 16.4 per cent), Indonesia (up 29.2 per cent), the UAE (up 18.6 per cent), Japan (up 29.5 per cent) and Chile (up 33.0 per cent).
Speaking about the figures, Kerrie Mather, Managing Director and Chief Executive Officer at Sydney Airport, said: “A number of exciting records were set in January 2016: the highest international passenger growth since June 2004; January 3rd was our busiest day ever in our international terminal serving more than 53,300 passengers; and January 22nd was our busiest domestic terminals day serving more than 90,000 passengers.”
By Owen Mckeon