The travel industry is encountering a recruitment bottleneck as high-performing professionals, known as radar candidates, increasingly opt not to change jobs. In reaction, top travel firms are boosting holiday packages and lifestyle perks to entice these candidates back into the job market.

Recent information from Ambitions Travel Recruitment indicates that over 90% of luxury sector placements now necessitate more than just a salary increase to attract talent. Candidates are hesitant to make lateral moves for a similar pay rise; they are instead seeking enhanced total reward packages, which emphasize time off and mental health support.

Recruiters who provide solid leadership, realistic targets, adequate training, and human-centered KPIs are in a prime position to draw skilled personnel into the leisure travel sector. Employees capable of managing extended booking journeys and complex itineraries while delivering personalized service will stand out.

TDM Interviews Fi Morrison-Arnthal, Founder, Ambitions Travel Recruitment

TDM: What key recruitment trends do you anticipate for 2026?

FMA: The competition for qualified talent is fierce, compelling employers to innovate. Candidates no longer make lateral moves for similar salaries and, if they do, they remain in the job market for better options. Holiday entitlements are increasingly becoming a crucial factor in decision-making, especially in leisure positions.

A notable trend is the shift from active vs passive candidates to a framework of Active / Passive / Radar. More individuals are keen to maintain visibility without immediately committing to a job change until an ideal role, featuring a robust package, solid leadership, and growth prospects, becomes available.

Training as a Retention Strategy: Comprehensive onboarding, sales coaching, leadership development, and clear career paths help mitigate turnover in high-pressure customer-facing jobs.

TDM: What leisure travel recruitment trends are emerging in 2026?

FMA: The prevalence of radar candidates is increasing, with more individuals wanting multiple options and visibility in the job market. Employers must present compelling career advancement paths that encompass salary increases and additional holidays.

There is also a stronger demand for consultative selling skills rather than mere product knowledge, as clients seek individuals capable of managing intricate itineraries and offering high-touch service.

Employer reputation has become significant in attracting staff; firms with strong leadership and realistic goals, along with effective training, will outperform others.

TDM: Discuss the essential qualities candidates should have to excel in travel and hospitality.

FMA: These include:

• A service-minded approach (genuine pleasure in helping others)
• Resilience and composure under pressure (especially during challenging times)
• Commercial awareness (understanding margins and upselling)
• Continuous curiosity and learning (about destinations and products)
• Excellent communication skills (both verbal and written)
• Accountability and ownership (taking initiative)
• Relationship-building capabilities (with clients and suppliers)
• Willingness to learn from feedback (quick improvement)
• Attention to detail (critical in operational roles)
• Ethical decision-making (doing the right thing even when it’s tough)

In summary, the travel industry is evolving to address the challenges posed by changing candidate expectations and competitive hiring practices.