Heartist Journey 2026
Workshop 1 recap
Presented by
Martin DestaisTalent Acquisition Manager · Accor Europe & North AfricaGen Z want the same things from work as every generation: meaning, growth, feedback, belonging and balance. The difference is that they say it openly and they do not wait. To attract them, write short and honest job adverts, make hiring simple and fast, and show people a clear future in your hotel.
The main messageForget the clichés about young people. Every step, from the job advert to the end of the trial period, should build trust. Show proof, not promises.
7 short parts, in order. Swipe to see them all, and tap one to go there:
Part 1 of 7
Martin opened with a 3,000-year-old quote about “disrespectful and impatient” young people. Every generation complains about the next one, so first check your own bias.
A live poll showed very mixed views of Gen Z. “Work-life balance” was the biggest word. There is no single Gen Z, only individuals.
Part 2 of 7
Gen Z are today’s 15- to 30-year-olds: students, first-time workers and already some managers. They grew up online, with COVID, climate worries and AI. They speak openly and don’t believe empty corporate messages. Hospitality needs them: about one in ten workers in the world works in our industry.
Part 3 of 7
Most clichés are wrong. Gen Z want work that fits into their life. They respect credible people, not job titles. And they change jobs when nobody shows them a future.
In short: same needs as everyone, but more open and less patient.
Part 4 of 7
Attention online is now about 45 seconds. A job description is not a job advert: keep adverts short, honest and free of corporate language.
Young people check reviews, social media and AI before they apply. Give proof, not promises: a short video or a real career story beats “great opportunities”. Never write “we are a family”.
Part 5 of 7
Tables rewrote real adverts in four lines: hook, reason to care, proof and call to action. Two favourites: “Every conference, wedding and tour group that stays with us starts with you” and “Our last general manager started in this position.” AI can help, but every story must be true.
Part 6 of 7
Show the salary, working hours and hiring steps early. Always give an answer, even a no: nine in ten candidates want one.
Remove barriers: no ten years of experience for junior jobs, no seven interview steps. Hire for potential and ask questions that make people think.
Part 7 of 7
Recruitment ends after the trial period, not at the contract. Welcome new people like guests, with their manager there on day one. The better you recruit, the less you need to recruit.
The Talent Magnet
Hook, reason to care, proof, call to action. Put key words in bold.
Careless → looking for meaning. Job-hoppers → want growth. Don’t like criticism → want feedback. Disconnected → want to belong.
Discover, check, experience, connect. Each step must build trust.
Be seen, make hiring easy, give reasons to stay.
Use a structure, but ask questions that make people think and talk.
“A job description is not a job advert.”
“Digital is the starting point. Human experience is the destination.”
“They will not fight indefinitely for a future they cannot see. So we need to show this future.”
“We can’t promise predictability, but we can promise fairness.”
“The young bring questions the experienced stopped asking. The experienced bring answers the young have not yet lived. Progress begins when both are willing to listen.”
QHousekeeping teams are mostly older today. Can we attract Gen Z to housekeeping?
ANot everyone, and that is OK. The job is physical. Improve working conditions, show how technology is changing the job, and show career paths. Housekeeping can lead to the top: one GM in the room started there.
QCan we use AI to write job adverts?
AYes, for structure and ideas. But every story must be true. Gen Z quickly notice generic AI text.
We wrote this recap from the session recording. Quotes are slightly edited to make them easier to read.
