Как турагентства России нанимают сотрудников

В профессиональной группе facebook активно составляют так называемый «черный список сотрудников турбизнеса».  Мы задались целью узнать, как наши турагентства набирают специалистов, на что обращают особое внимание при этом, к чему придираются, и какие требования предъявляют к будущему члену коллектива. Возможно, именно на этом, первом этапе реально увидеть потенциального мошенника или просто плохого работника.

Как выяснили аналитики портала Superjob.ru, большинство кандидатов на должность «профессионального путешественника» – это молодежь (причем, в большей степени девушки), грезящая частыми рекламными турами. К новичкам отрасли у работодателей, по данным компании, требования несложные: подходит любое образование, но важно уверенно владеть компьютером. При этом знание иностранного языка и систем бронирования туров – дополнительный плюс.

Зарплата таких сотрудников в Москве колеблется от 20 000 до 25 000 руб., в Санкт-Петербурге – от 15 000 до 20 000 руб., в Новосибирске и Челябинске – от 11 000 до 14 000 руб., в Нижнем Новгороде – от 9 000 до 12 000 руб., в Ростове-на-Дону – 10 000–13 000 руб., в Екатеринбурге – 13 000–16 000 руб.

Более опытные специалисты, изучившие туристический рынок и обладающие трудовым стажем свыше 1 года, в столице России могут претендовать на 32 000 руб. В Питере их зарплата достигает 25 000 руб., в Новосибирске и Челябинске – 17 000 руб., в Екатеринбурге – 16 000–20 000 руб., в Казани, Нижнем Новгороде, Уфе, Самаре, Омске – 12 000–14 000 руб.

Менеджеры с опытом работы от двух лет и более, свободно владеющие иностранным языком и имеющие опыт участия в рекламных турах в Москве получают 50 000 руб., в северной столице – 40 000 руб., в Новосибирске и Челябинске – 28 000 руб., в Ростове-на-Дону, Омске, Самаре, Нижнем Новгороде и Уфе – 24 000–25 тысяч рублей.

Руководители компаний ждут от таких претендентов хорошего знания рынка туристических услуг, отельной базы и направлений, а также умения работать в программных комплексах, опыта оформления виз и всех документов для тура.

Элитой отрасли можно смело назвать менеджеров с опытом работы в туризме более 3 лет. Они должны знать несколько иностранных языков, уметь организовывать VIP-туры, иметь опыт работы в MICE, а также принести в фирму собственную клиентскую базу. Приветствуется опыт участия в туристических форумах и конференциях.

Зарплата профи в Москве составляет от 85 000 руб., в Санкт-Петербурге – 65 000 руб., в Новосибирске и Челябинске – 45 000 руб., в Екатеринбурге – 50 000 руб., в Нижнем Новгороде, Ростове-на-Дону, Омске и Самаре – 40 000 руб., а в Казани, Волгограде и Уфе – 35 000 руб. Кстати, все эти цифры указаны без учета процентов от продаж.

В рамках нашего мини-опроса выяснилось, что большинство руководителей турфирм предпочитают опытных сотрудников, правда, некоторые воспитывают профессионалов сами.

Сергей Голов, президент СТА: «В контексте вопроса хотелось бы остановиться на таких понятиях, как «стандарты, обучение, квалификация менеджеров». Позиция СТА – это введение подобных критериев при отборе персонала в туристические компании. Мы уже выступаем с инициативой о профессиональной аттестации сотрудников туротрасли и, в частности, турагентств. Считаем, что это должно осуществляться через официальные органы власти, такие как Ростуризм, а также через профессиональные общественные объединения – «Турпомощь», СТА, РСТ.

Что касается формирования «черных списков неблагонадежных сотрудников турагентсв» на базе социальных сетей, на мой взгляд, вариант неоднозначный. Ведь возможны предвзятые мнения, субъективные, основанные на личностных конфликтах. Например, менеджер, которого могли уволить по объективной причине неисполнения трудовой дисциплины, может внести фамилию своего работодателя в такой список лишь на основании затаенной обиды и кажущейся несправедливости. Поэтому, с точки зрения профессиональной этики, такой подход не совсем выверен. И с другой стороны, если менеджер не смог сработаться с директором, это не значит, что он плохой специалист/менеджер/продавец. За что его вносить в черный список? А также возникают вопросы: кто будет регулятором такого списка? По каким критериям будут вноситься нежелательные фамилии?

Возвращаясь к вопросу о приеме на работу менеджеров по туризму… В идеале, для минимизации всех рисков, связанных с некомпетентностью и неблагонадежностью соискателя, хотелось бы, чтобы специалисты сначала обращались в центры подготовки/переподготовки кадров, где соискатели могут пройти аттестационную комиссию, как профессиональную, так и психологическую. Осуществлялась бы оценка как hard skills, так и soft skills каждого специалиста. Трудность в том, что на данный момент таких учреждений очень мало.

В обозримых планах СТА – создание подобных центров, как на базе нашей ассоциации, так и на базе управляющих компаний сетевых объединений – учредителей СТА. Более предметно об этом можно будет говорить после создания федерального реестра турагентов, когда станет понятно, сколько всего турагентств на рынке, какова потребность в специалистах, каков уровень их подготовки и прочее».

Наталья Голдовская, генеральный директор сети турагентств «Точка продаж ANEX Tour» (Московская область): «В первую очередь, смотрю на профессионализм и человеческие качества потенциального сотрудника. Самое главное конечно – личная совместимость  работе.  Что же касается профессиональных моментов, перед приемом на работу жестко «гоняю» по отелям и странам, проверяю знания».

Писарева Юлия, директор ООО «ЮТА» (Тольятти Самарская область): «У нас нестандартный вариант, поскольку моя коллега – подруга детства, мы справляемся с делами сами и сотрудников никогда не набирали. Между тем, неоднократно был опыт взаимодействия с практикантами из профильных вузов. Кстати, надо отметить, что ни один из них не прижился, – им просто нужна была печать о прохождении практики, а заинтересованности в получении работы не было. 

Большинство новобранцев, приходящих в турбизнес, считают, что это райская работа, состоящая из поездок и вечеринок: бесплатные «рекламники», нескончаемые VIP туристы, сразу зарплата от 50 тысяч и выше… Пришел на работу, отсидел с 10.00 до17.00, получил зарплату раз в месяц и всё прекрасно! Программы, по которым обучают в вузах, уже давно не соответствует современным реалиям. А потом эти новые горе-менеджеры сидят и от своей безграмотности скидки раздают, потому что больше ничем клиента привлечь не умеют».

Ирина Сидина, генеральный директор турагентства «Магия путешествий» (г. Железнодорожный): «У меня было немного менеджеров, и всегда обходилось без неблагонадежных людей. Вообще с улицы сотрудников стараюсь не брать, только по рекомендации коллег. Некоторых людей нанимала на работу без опыта и учила под себя, после чего пришла к выводу, что для меня такой подход удобен. А был и такой случай: приходит  менеджер с опытом 19 лет, я сначала обрадовалась,  – опыта больше, чем у меня, думаю, «пойдет работа». Но, к сожалению, попрощались мы с ней уже через 3 месяца. Туристы были недовольны её работой, все звонили и просились ко мне».

Источник: trn-news.ru

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