Kuoni has created an online ‘Talent Finder’ to help staff leaving the business find new roles.
The company is also supporting staff in other ways such as offering sabbaticals until June 2021 and consultations on CV writing and reskilling for jobs in other sectors.
The online Talent Finder has gone live at talentfinder.kuoni.co.uk with more than 60 profiles of people who have worked at all levels an in all different departments at Kuoni, from sales and marketing to product, IT and finance.
The idea of Talent Finder is to promote the skills and experience of staff to help them find new opportunities.
Chief executive Derek Jones said: “This is a crisis unlike any other and whilst it seems counter intuitive to be promoting our staff to other employers, it’s a commitment we’re making to support the exceptional individuals who are sadly leaving us.
“The travel industry has been severely impacted by Covid-19 so for a while we’re going to need fewer staff. We want to do all we can to support them and find our much-loved colleagues new roles, which is why we’ve created the Kuoni Talent Finder – to promote the skills and experience of these outstanding people who are now open to new opportunities.”
He added: “I urge any business that’s in a position to recruit to take a look at their profiles and snap them up.”
The new Talent Finder site has been divided up into regions, and details range from length of service, roles, skills and testimonials, to help other companies to search and review individuals listed.
Each profile has a connection to the person’s LinkedIn profile so potential employers can contact the individual directly, or an email for the Kuoni HR team so they can get in touch with the employees via the tour operator.
The operator has rolled out a number of initiatives to support staff who are leaving as a result of the restructure caused by the Covid-19 crisis.
A sabbatical scheme offers staff the chance to take unpaid leave until June 2021 with either the offer of a return to work if demand for travel has returned or their redundancy package protected. A number of staff have taken up the scheme.
Similarly, if the company can create new roles as the situation improves staff will have access to a recruitment bulletin, which will be emailed to them in the hope they can return to the company in the future.
In addition, an outplacement support package has been agreed to support staff with one-to-one consultations on everything from CV writing, interview skills and reskilling in order to change industries.
Jones added: “Every job matters and we have done our upmost to think creatively about how we can protect as many as we possibly can. Through consulting with our people we’ve come up with ideas together that will either keep people with us, give them the prospect of returning at some point in the future or find employment elsewhere.”
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