The Growing Demand for Third-Country Nationals in Hospitality Jobs

The increasing reliance on third-country nationals (TCNs) in the hospitality industry is a multifaceted trend driven by labor shortages, economic considerations, and regulatory changes. However, a significant challenge facing this trend is the lack of proper training among many TCNs, which impacts their effectiveness and integration into the workforce.

Labor Shortages and Economic Considerations

The hospitality industry, particularly in Europe and the UK, has experienced severe labor shortages, especially following the COVID-19 pandemic. Many EU nationals left their hospitality jobs, creating gaps that TCNs have been recruited to fill. For example, Malta saw a substantial increase in non-EU workers, with their numbers rising by almost 26% during the pandemic, surpassing the number of EU workers​ (MaltaToday.com.mt)​.

Economically, TCNs are often perceived as a more affordable labor option. They generally accept lower wages compared to local workers, which helps businesses manage operational costs. However, this economic advantage can be offset by higher training expenses due to the lack of proper initial training among many TCNs​ (HospitalityRecruit)​.

Lack of Proper Training

One of the critical issues with hiring TCNs is their lack of adequate training. Many TCNs do not possess the necessary skills or familiarity with local hospitality standards and practices. This gap necessitates significant investment in training by employers, which can diminish the cost savings initially sought through hiring TCNs. For instance, Asian workers, who form a substantial portion of TCNs in Europe, often face a steep learning curve due to differences in hospitality practices and potential language barriers​ (HospitalityRecruit)​.

Regulatory Changes and Strategic Integration

Countries like Greece and Malta are implementing new regulations to manage the integration of TCNs into their labor markets. Greece plans to issue over 167,000 residence permits to TCNs to address staff shortages in tourism, while Malta's skills card initiative aims to improve workforce quality by ensuring TCNs have the necessary training before employment​ (GTP Headlines)​​ (Newsbook)​.

Despite these regulatory efforts, challenges remain. Cultural clashes, language barriers, and potential exploitation are significant concerns. However, there are also opportunities for growth. By providing equal opportunities for career advancement, investing in comprehensive training programs, and fostering an inclusive work environment, hospitality businesses can effectively integrate TCNs into their workforce​ (HospitalityRecruit)​​ (MaltaToday.com.mt)​.

The growing demand for TCNs in the hospitality industry is driven by labor shortages and economic considerations. However, the lack of proper training among many TCNs poses a significant challenge. Regulatory measures and strategic integration efforts are essential to ensure that TCNs can contribute effectively to the hospitality workforce. Addressing these training gaps and fostering an inclusive work environment will be crucial for the long-term success and sustainability of the hospitality industry.