Travel Recruitment Trends: Reflections on January 2025 & Insights for the Year Ahead

As we close the chapter of January 2025, we’ve been reflecting on the insights the month has provided in the world of travel recruitment, as well as the possible trends for the coming year.

Very early on in January we saw our clients reaching out to us as they continue their ambitious growth plans for the coming year. The behaviours we’re seeing are mirroring last year, with a similar number of roles being registered, but with double the amount of placements v’s last year, which is encouraging. Candidate engagement has also been strong, with an increase of candidates registering their details with us and wanting to get on our radar for possible opportunities for the coming year.

For 2025, we’re confident that our existing clients and new partners will continue to evolve and their need for superstars will continue. But what trends are we seeing for 2025 from our travel clients?

1. Hybrid working: our travel clients are continuing to provide a flexible working pattern for their employees, however the 2 days a week in the office is starting to shift to 3 days. The full time in the office and fully remote opportunities will be few and far between in 2025. The fully remote opportunities will continue to be in sales specifically, which helps to widen the pool of candidates with specific expertise in a destination or product offering.

2. Compromise, compromise, compromise: This is a conversation we regularly have with our clients. With the candidate pool still limited, finding someone who ticks every box is unlikely. Instead, consider where compromises can be made on skills and expertise and focus on transferable skills and the unique value an individual can bring to your travel business.

3. Company values and benefits: Many of our travel clients are continuing to better their offering in terms of benefits, so to attract the superstar candidates in a very competitive market. Pension, healthcare, wellness/wellbeing days, 25 days annual leave as a starting point, these are all requests from recently placed candidates.  How flexible are you willing to be to secure the right candidate?

4. Career progression and development:  Travel businesses are selling themselves to candidates, interviews are a two-way process and quite rightly the employer should showcase reason why the candidate should consider working for them.  Career development opportunities, training schemes, supporting further education, FAM trips, again all topic of conversation when negotiating a package.

We are confident that 2025 is going to be a strong year for travel recruitment, 2024 had lots of peaks and troughs with various factors that caused some nervousness within the market such as elections (UK & US), conflicts around the world, and the continuing rise in the cost of living.

Are you planning to hire in 2025? If so, and if you need any advice or market insights, feel free to reach out. We're more than happy to chat and share our knowledge and expertise with you.

Gecko Travel Recruitment specialise in providing recruitment solutions for both permanent and fixed term vacancies in the travel, leisure & tourism industries.

Head to our website https://www.geckotravelrecruitment.co.uk to find out more.