How Accor addresses the hospitality’s challenge of attractivity

2 min reading time

Published on 01/06/22 - Updated on 02/06/22

Accor attractiveness

During an interview on CNN, the CEO of Accor Sébastien Bazin explained how the group is managing a changing work landscape and adapting to shifting needs amid a labor shortage.

Sébastien Bazin stated that the tourism recovery is here, and the group’s activities are doing well, saying that “Paris is on fire”. He added that “The company is going much better, we have been going through hell for the last couple of years. It is actually exceeding my expectations”, highlighting the comeback of American travellers.

Currently his top priority is gaining people back because the company needs “people to serve the customers and deliver them the best experience”. According to him, “Probably 15% of the labor force Accor had before the pandemic hasn’t return” and for many legitimate reasons. Among these reasons, he mentioned the salary, the schedules, and all the sacrifices made.

The CEO of Accor has well integrated the current societal changes, especially those in the professional field. He explained that today “You may see people working for hotel companies on Mondays and Tuesdays for instance and they are maybe self-employed the rest of the week or work for another industry. We must accept that people work for only 2 or 3 days a week with us”.

A statement that can surprise some, but he is actually facing the new reality of the labour market. The pandemic has reshuffled the deck and now employees have new aspirations regarding their carriers. Especially the young generation as pointed out by Sébastien Bazin, “Young people don’t want to build a career, they want to have fun, have a good quality of life, and have choices. Career is a thing of the past; people simply don’t want a 20-year career”.

He continued saying that there is no need to hire someone with a significant background in the hospitality industry, just “Come as you are”. A lot of talents working for Acor have only 2- or 3-year experience in the sector, or even none and it is ok for the CEO as long as they are willing to work and they’re doing it well.



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