New Age Education System & Expectations In Hospitality Industry The Talent Curve Spectrum!!!      By: Dr. Kaviraj Khialani – Celebrity Master Chef.

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The world of hospitality has been witnessing a very unusual and surprising observations in the last few years especially after the covid times. Fact of the matter being that the industry after a very tough phase surged back, came back into life and also opened its doors wide open to the ones who wanted to come back or even get back to the chores which needed them back to add value to the revived look of the industry.

The variety of talent available for the industry has always been on the rise and it has also been a little challenging to re-place people for the right jobs at the right time from the human resources to the management of the hotel. The various sections, departments and areas of the hotels and catering establishments did offer the very best of opportunities on a platter. while some of the experienced personnel did not find it very difficult to replace themselves at various hierarchy levels the new and fresh talent groups did have to pass ways with rejections and not up-to the mark comments and feedback.

There have been fresh graduates as well in huge numbers who have not yet found their ideal place of work/ dream place of work as some of them put it across during interactions. Another aspect to this topic is also the fact that some of the budding professionals keep a very high expectation from the industry as well where it gets difficult at times to join the dots and create that perfect match of demand and supply/ employer & employee as well. In this regard, a detailed conversation with the industry & academia is being put together below for us to get a slightly clear pic of what happens when & what to do when it happens! 

Dr. Kaviraj Khialani shares some of his first hand observations & interactions with the student community & industry diaspora in this article!


The Hospitality Industry Perspective & Expectations:

  • NEED FOR REALISITIC APPROACH BY CANDIDATES:

The industry stalwarts and icons shared their thoughts with me on this and expressed a very deep concern and need for thought in terms of fresh talent expecting to rise and soar the skies within no time and want to be the who’s who with time frames and limits as per their expectations which didn’t get much of an approval from the industry at various fronts and departments as well. A rather uncut version got to my ears was like history repeating itself saying “if we came up the hard way with struggle why should there be short cuts”

  • BE READY INSTEAD OF JUST WANTING TO BE THERE:

While I have always personally emphasised on this in my sessions/ training classes/seminars etc that candidates need to be self ready/prepared & have all the basic essentials in order to get there and make that first impression in the interviews.one of my quotes from these sessions have also been “you may like something, but something may not like you” which in simple words means that the candidate may like front office department as his/her area of interest, but the personnel taking the interview has complete rights and will not to select him/her keeping in mind various factors limited by the hotel or organisation. From basic grooming, outlook, mannerisms, ethical approach, open minded thinking ability, basic technical know-how and a lot more goes into choosing that candidate.

  • KNOWLEDGE IS POWER, APPLYING IT IS SUPERPOWER:

Our hospitality industry thrives on a lot of confidence, guest interface, speaking at ease, understanding the customer/client, soft skills and empathetic approach as well as per need. Here it must be noted that technical and facts about your department/ area of interest cannot have a shortcut, for example: I asked a candidate who came first the chicken or the egg? Firstly, what I got 

To see was complete silence for like 20 seconds, upon re-checking on the same the reply given was doesn’t matter I like to eat both and both are equally tasty! Sounds a little funny but can’t accept it so easily.

  • PERSISTENCE & STABILITY IS THE KEY TO MOVE AHEAD:

While some of us are of the opinion that being stable, being stuck to a job for like a few years does speak a lot of the candidate/ his or her grounded approach itself is a benchmark for him/her to cross the rounds easily in life. While some call is passion and some call it formality the industry has made up its mind that a quick move- jump and impression doesn’t really work. The industry is very fast pace moving and so are its clients and customers. That reminds me visiting one of the five-star hotel in Mumbai where I happen to go very occasionally which offers a wide spread of buffet variety including a live pizza counter a must try since ages. The main head chef until today has always come up and confirmed my order within seconds, taken note of all the elements and himself made by margherita pizza and ensured that the taste, quality and presentation is just like always and yummy.

  •  BE CLEAR- SEEK CLARITY & BE ASSERTIVE:

The industry has always had concerns on the preparation aspect of the candidates when they venture out to meet up appointments and face the real-time panels of experienced personnel who are eagerly wishing that all goes well each time, they hear a new knock on that interview door seeking permission to come inside, market themselves and accept that most deserving letter of intent/ appointment etc. most of the human resource experts shared that the candidates don’t seem to be very convincing and or making that first right click to move ahead on the keyboard and ensure that Control S- saved for the next round takes place. It is a little strange and surprising to see some funny candidates as well during the rounds who at times don’t know why they are there and what do they seek, you offer them housekeeping in place of front office it’s a yes, you offer them f & b service in place of bakery they are most happy to be there etc. the game of assertion needs to be played well in order to ensure that clarity meets precision.

THE HOSPITALITY MANAGEMENT STUDENTS APPROACH:

  • EASE OF SELECTION METHODOLOGY APPROACH:

So while the industry shared its thoughts, feedback and opinions we also sought to check on what are the expectations of our Gen Z, looking at from the hospitality management centric aspect. The graduating batch of students said why do the hotels want to conduct so many rounds of interviews, why group discussions where topics given are not even relevant to our mindset at times and area of interests.there should be just a personal round of interview,check on a few self introduction aspects,some basic educational background checks, some basic idea of the department being chosen etc. why do we need to have psychometrics, and also detailed food trials etc just a basic cutting- chopping round could be done. The multiple series of rounds makes it stressful for the fresh talent and they would rather want to prove it by working instead of just getting shortlisted out since he/she cant speak English very fluently.

  • BETTER OPENING BALANCE AND NO OJT CONCEPTS:

Internships and training phase for these students ends at the second year level where they spend around 5 months full-time in the industry covering various challenging departments and working under people with all kinds of temperaments to challenge the students mindset and check on his/her toleration limits. The students investing a lot of money in their 3 years degree programs expect nothing less than 16 to 18 thousand rupees per month plus 6 off days or more the better as well and if at all some more benefits like pick up and drop facilities etc which would be like cherry on the cake. The graduating batches of today want a little ease on the pay checks and a little ease in understanding that they can all have tough days at work & which is very normal so hence not to pinch them with salary cuts etc for small mistakes or so. They already saw a very small and negligible stipend levels of payment during their second year during which they worked long hours already.

  • LET THE TALENT HUNT BE APRAISED & BROUGHT UP:

We live in a generation of AI which not only gives us a feel that it is now easy to replace machine with manpower! However, there have been a number of panel discussions and debates on this topic till date whether or not this is applicable to all the core departments of our industry & activities. Let us look at it from being welcomed to a check in counter via AI and be made comfortable in the room too that same way. Let us also assume to experience great dining experiences using the non-human touch and presence. The best part being customising the guest’s dish as wanted by AI cooking for the food connoisseurs as well.

The very thought of it makes us feel so alone, lost and service with a smile as we teach would be just service on the move! Be it a bar counter, banqueting, room service, housekeeping, sales & marketing etc would all not be so easy to be manned by just machines! The other observation at my end since over two and a half decades plus has been that when a candidate walks in to do a hotel management course, the very first thing he aspires to be is a Chef! And most of the times it has been observed that post the internship training phase of around 5 months at the hotels the students want to give it up forever and do not wish to aspire their culinary journey further simply cause of the experience they go through of peeling bags and bags of onions for days, peeling tubs of sweet limes and oranges, cleaning crates of prawns in the butchery section and cutting chopping in the commissary while they expose themselves into the real kitchen areas, which does need a little modification in terms that the chefs should offer some value added experiences as well during the internship, show them, teach them something beyond their expectations as well through which they would want to stick to their dreams and convert them into realities.

  • GIVE US THE BEST NOT JUST SOMETHING FOR BEST…

I have come across candidates seeking openings into training/teaching/faculty roles at the mere age of 23 and around the same! Upon having a brief discussion with them in relation to their resume the replies received were i did try to be a part of the industry but the pay packets didn’t match at all, tried around 4 to 5 properties already who said something but gave nothing etc. And that happened to be one of the reason they wished to be a part of a nine to five job which most popular of all is teaching! Also on this matter while they felt, thought and dreamt that this imagination of theirs would soon be reality came the phase of yet another rejection which happened due to not clear with the subject topic during the demo lecture, not impressive contact skills, not well prepared to impress the selection panel who foresees the same when it comes to their students learning quality not being affected.hence this point that the candiates expect good, decent salary hikes upon and after their probation or initial observation phase when they join hotels etc. the next up scale levels need to be soon, automated and should not require too many reminders from the employees side.



EXPECTING PURPOSE-PAYCHECKS & POWER AT WORK:

The phase of life we live in today sees a lot of advancement not just in terms of equipment’s, ease of working styles and methods, also the urge for having some sense of authority as well at work. Not everyone wants to be a follower, some want to be a leader as well with a decent lot of masses who wish to be with him/her and face each day as it comes. Some like to make ways while others are ok to follow the made ways.the need of the hour is to ensure maximum employee satisfactions levels coupled with motivations, stress busting phases, good amounts of raise in salaries and other incentives for the deserving ones and give them some free hand to perform at work as well & not just bind them too much within the limits and strictness.

On a concluding note: the industry today looks at a very realistic and un-biased approach and wants its team mates to be able to add a little flexibility & understanding to the profiles of the candidates who wish to make a career with resounding success in the world of food, beverage, accommodations and even management levels in the hospitality industry. We hope that all will be fine in times of come and that we shall have a much better & more stable environment in order to maximise guests satisfaction levels in the feedback forms being filled up our valued guests.

Brief about the author:

Dr. Kaviraj Khialani, celebrity master chef is a Mumbai based food- education & hospitality industry consultant. He is certified by the Swiss hotel management university, a two times national award winner, a successful name in the food industry. Chef Kaviraj has authored around 6 books available online for sale. He has worked with some of the finest hotel chains in India like the Taj group of hotels, been an airline sky chef with Kuwait airways. Besides having specialised in over 33 plus international cuisines he is also on the advisory board for various hotel managemement colleges in the city of Mumbai.

Chef Kaviraj has been featured on Star Plus & Colors TV hosting & judging food reality shows too. His passion since around 30 years now to share knowledge has been untiring and unwavering in order to produce and prepare some really worthwhile talented candidates to shine up all the way in the hospitality industry.

He can be reached on chefkaviraj249@gmail.com