Migrant students as young workers in tourism and hospitality
Author: Diana Bursiuk
1 Commentries
Abstract: This paper examines the challenges migrant students face in securing employment upon graduation.
Key words: migrant students, young workers, tourism, hospitality.
Rising demand for unique experiences and evolving tourism trends are expanding tourism and hospitality sectors, creating a need for skilled workers with fresh, modern perspectives. However, graduate students face challenges in securing their desired jobs upon graduation due to a lack of professional experience and a highly competitive job market (Cheng et al., 2021). In addition, the process is even more complex for migrant students, who face cultural and immigration-related challenges. Visa requirements present a significant challenge that limits students’ opportunities and raises concerns not only about securing employment but also about receiving fair wages compared to resident workers. This issue can be attributed to students’ limited knowledge of labour rights and misinterpretation of employment contracts. Furthermore, imbalances also arise from a lack of relevant and professional work experience. The industry often demands proficiency in specific skill areas, which many students have not yet developed by the time they graduate. In addition, candidates applying for the same roles often have extensive industry experience, which may explain why students are frequently overlooked by employers (Cheng et al., 2021).
One major struggle for international students is the lack of UK-based work experience, which often serves as an indicator to employers that a candidate is familiar with basic local and cultural requirements or expectations. Although tourism and hospitality are diverse sectors that could benefit from candidates with international experience, it has been observed that employers are generally more flexible with individuals who possess UK-based experience or residency (Janta et al., 2011). This may explain why many migrant students consider their international experience irrelevant, which can negatively impact their confidence and lead to a devaluation of their own skills.
Furthermore, such challenges contribute to a gap between employer and student expectations. Most students anticipate diverse job experiences, opportunities for salary progression, sponsorship, and well-developed training programmes that support a smoother transition into the workplace. However, these expectations do not always align with employers’ perspectives, largely due to the high-pressure and fast-paced nature of the industry. As a result, training plans often become a secondary priority, leaving graduates to manage their responsibilities and adapt to the work environment independently. Regarding sponsorship, many organisations are cautious about sponsoring migrant students due to the administrative demands and potential legal risks. Consequently, employers often prefer hiring local candidates, as the process is more straightforward and requires less effort.
These obstacles significantly affect students' intentions and perceptions of the industry, leading to a reduced desire to enter the field and pursue a career. Additionally, this can be explained by low job satisfaction, unfavourable employment conditions, a lack of stable motivational factors, high staff turnover, and a low likelihood of obtaining sponsorship. As a result, employers’ high expectations not only limit opportunities to employ skilled graduates but can also contribute to industry decline and restrict future development.
Therefore, it is important that both students and employers work towards potential improvements that can lead to stable growth in the tourism and hospitality sectors. Employers could focus on students’ knowledge and achievements. Moreover, implementing well-structured training programmes can help students apply their learning effectively and feel valued, even with only academic qualifications (Rydzik and Kissoon, 2022). Such minor changes can increase employability in the industry and promote equality between graduates and experienced workers. On the other hand, students can focus on maximising their opportunities during their studies. This includes engaging in internships, volunteer roles, and part-time jobs, which can help gain essential skills and prepare for entering the workplace after graduation.
In conclusion, international students face a wide range of challenges when securing jobs after graduation, many of which are related to employers' high expectations and immigration status. This creates significant imbalances in the industry, leading to a shortage of skilled workers that can affect service quality and result in customer dissatisfaction (Rydzik and Kissoon, 2022). Moreover, it is crucial for employers to adopt a more flexible approach towards migrant students, focusing on their academic achievements rather than comparing them to candidates with extensive work experience. This can help to avoid major inequities in the industry and foster further development within the tourism and hospitality sectors.
Cheng, M., Adekola, O., Albia, J. and Cai, S. (2021) Employability in higher education: a review of key stakeholders’ perspectives. Higher Education Evaluation and Development, 16(1), 16–31. Available from: https://doi.org/10.1108/HEED-03-2021-0025 [Accessed 25 March 2025].
Janta, H., Ladkin, A., Brown, L. and Lugosi, P. (2011) Employment experiences of Polish migrant workers in the UK hospitality sector. Tourism Management, 32(5), 1006–1019. Available from: https://doi.org/10.1016/j.tourman.2010.08.013 [Accessed 14 April 2025].
Rydzik, A. and Kissoon, C.S. (2022) The shaping of the neoliberal worker: Socialisation of young adults through flexible hospitality work. Annals of Tourism Research, 97(1), 103470. Available from: https://doi.org/10.1016/j.annals.2022.103470 [Accessed 6 May 2025]
Key words: migrant students, young workers, tourism, hospitality.
Rising demand for unique experiences and evolving tourism trends are expanding tourism and hospitality sectors, creating a need for skilled workers with fresh, modern perspectives. However, graduate students face challenges in securing their desired jobs upon graduation due to a lack of professional experience and a highly competitive job market (Cheng et al., 2021). In addition, the process is even more complex for migrant students, who face cultural and immigration-related challenges. Visa requirements present a significant challenge that limits students’ opportunities and raises concerns not only about securing employment but also about receiving fair wages compared to resident workers. This issue can be attributed to students’ limited knowledge of labour rights and misinterpretation of employment contracts. Furthermore, imbalances also arise from a lack of relevant and professional work experience. The industry often demands proficiency in specific skill areas, which many students have not yet developed by the time they graduate. In addition, candidates applying for the same roles often have extensive industry experience, which may explain why students are frequently overlooked by employers (Cheng et al., 2021).
One major struggle for international students is the lack of UK-based work experience, which often serves as an indicator to employers that a candidate is familiar with basic local and cultural requirements or expectations. Although tourism and hospitality are diverse sectors that could benefit from candidates with international experience, it has been observed that employers are generally more flexible with individuals who possess UK-based experience or residency (Janta et al., 2011). This may explain why many migrant students consider their international experience irrelevant, which can negatively impact their confidence and lead to a devaluation of their own skills.
Furthermore, such challenges contribute to a gap between employer and student expectations. Most students anticipate diverse job experiences, opportunities for salary progression, sponsorship, and well-developed training programmes that support a smoother transition into the workplace. However, these expectations do not always align with employers’ perspectives, largely due to the high-pressure and fast-paced nature of the industry. As a result, training plans often become a secondary priority, leaving graduates to manage their responsibilities and adapt to the work environment independently. Regarding sponsorship, many organisations are cautious about sponsoring migrant students due to the administrative demands and potential legal risks. Consequently, employers often prefer hiring local candidates, as the process is more straightforward and requires less effort.
These obstacles significantly affect students' intentions and perceptions of the industry, leading to a reduced desire to enter the field and pursue a career. Additionally, this can be explained by low job satisfaction, unfavourable employment conditions, a lack of stable motivational factors, high staff turnover, and a low likelihood of obtaining sponsorship. As a result, employers’ high expectations not only limit opportunities to employ skilled graduates but can also contribute to industry decline and restrict future development.
Therefore, it is important that both students and employers work towards potential improvements that can lead to stable growth in the tourism and hospitality sectors. Employers could focus on students’ knowledge and achievements. Moreover, implementing well-structured training programmes can help students apply their learning effectively and feel valued, even with only academic qualifications (Rydzik and Kissoon, 2022). Such minor changes can increase employability in the industry and promote equality between graduates and experienced workers. On the other hand, students can focus on maximising their opportunities during their studies. This includes engaging in internships, volunteer roles, and part-time jobs, which can help gain essential skills and prepare for entering the workplace after graduation.
In conclusion, international students face a wide range of challenges when securing jobs after graduation, many of which are related to employers' high expectations and immigration status. This creates significant imbalances in the industry, leading to a shortage of skilled workers that can affect service quality and result in customer dissatisfaction (Rydzik and Kissoon, 2022). Moreover, it is crucial for employers to adopt a more flexible approach towards migrant students, focusing on their academic achievements rather than comparing them to candidates with extensive work experience. This can help to avoid major inequities in the industry and foster further development within the tourism and hospitality sectors.
Cheng, M., Adekola, O., Albia, J. and Cai, S. (2021) Employability in higher education: a review of key stakeholders’ perspectives. Higher Education Evaluation and Development, 16(1), 16–31. Available from: https://doi.org/10.1108/HEED-03-2021-0025 [Accessed 25 March 2025].
Janta, H., Ladkin, A., Brown, L. and Lugosi, P. (2011) Employment experiences of Polish migrant workers in the UK hospitality sector. Tourism Management, 32(5), 1006–1019. Available from: https://doi.org/10.1016/j.tourman.2010.08.013 [Accessed 14 April 2025].
Rydzik, A. and Kissoon, C.S. (2022) The shaping of the neoliberal worker: Socialisation of young adults through flexible hospitality work. Annals of Tourism Research, 97(1), 103470. Available from: https://doi.org/10.1016/j.annals.2022.103470 [Accessed 6 May 2025]