In 2025, the Indian hospitality sector is going through a period of rapid recovery, change, and competitive rebirth. More than just product launches, expos like the India International Hospitality Expo (IHE 2025), India HORECA Expo, Hotel / Restaurant Congress, regional trade shows, and other F&B & hospitality-focused fairs serve as platforms for identifying future roles, skill gaps, and hiring demand. Key hiring trends from these expos are listed below, along with analysis and next steps.

Key Trends Observed at Expos & Market Signals

• Strong Intent to Expand the Workforce

About 66% of travel and hospitality businesses intend to increase their workforce, with a projected net employment change of 8.2%, according to TeamLease's Employment Outlook Report for HY2 FY2024-25. Metro areas are not the only places experiencing this; tier-2 and tier-3 cities are also becoming more and more involved in the growth narrative.

• Events, MICE, and Seasonality Fueling Increases in Hiring

Expos and trade shows themselves are both contributors to and markers of rising demand. According to one report, hiring in the hospitality industry increased by about 20% in February 2025, primarily due to weddings and big events like concerts and religious gatherings. Particularly for temporary positions in food service, event planning, housekeeping, etc., seasonal hiring is increasing.

• Growing Need for Positions Using Digital & Technology Skills

Innovations in hospitality technology, such as contactless services, smart experience apps, property management systems, and guest analytics, are being displayed at expos. Demand for hiring is increasing for positions that combine digital and tech proficiency with hospitality operations.

• Increased Focus on Wellness, Hygiene, and Sustainability

Cleaning and sanitisation technologies, wellness, and hygiene are major themes at IHE 2025. Specialised personnel (sustainability officers, health & safety/hygiene experts, wellness experience designers, etc.) are needed as hotels and restaurants become more aware of eco-friendly operations, guest safety, and wellness offerings.

• Decentralisation of Hiring in Hospitality

Expos show increasing activity in tier-two and tier-three cities, such as Jaipur, Coimbatore, Visakhapatnam, Kochi, etc., rather than concentrating in Delhi, Mumbai, or Bangalore. This aligns with broader demand and with hotel/resort development, tourism infrastructure, etc.

• Skill Shortages, Especially at Mid and Senior Levels 

Expo shows that although entry-level and junior positions are in high demand and growing supply, mid-management, supervisory, and specialised technical positions are more difficult to fill. For instance, heads of guest experiences, banquet managers, revenue managers, chefs trained in new cuisines, F&B R&D, etc. To close this gap, regional expos and trainings are also actively discussing hospitality placements (e.g., ITI/vocational institution graduates). 

Implications of These Trends for Hiring Practices

• Comparing Entry and Specialist Hiring

Make sure you have pipelines for positions that need experience, such as guest experience managers, operations leads, chefs, revenue/pricing analysts, and quality/HACCP professionals, in addition to junior positions like housekeeping, service personnel, kitchen assistants, etc.

• Invest in Training Partnerships and Local Talent

Cities in Tiers two and three are moving closer together. Collaborate with nearby polytechnics, ITIs, and hospitality institutes; establish apprenticeship and internship programs; and make sure local employees have defined career paths to minimise turnover.

• Make Use of Expos as Hiring Venues

Treat expos as live hiring fairs when you attend or exhibit there: set up booths for hiring, interview candidates on the spot, and interact with industry-experienced talent. This is a chance to draw in individuals who are thinking about changing careers, developing new skills, or taking on new responsibilities.

• Develop Your Skills for Tech-Enabled and Digital Positions

Digitally savvy employees are essential for positions involving PMS (Property Management Systems), guest apps, contactless and cashless services, data analytics related to guest feedback and demand forecasting, etc. There is less and less room for negotiation when it comes to hiring or training for tech exposure.

• Set priorities. Safety, hygiene, and soft skills

Cleanliness, wellness, safety rules, and guest satisfaction are starting to set businesses apart. Employees with training in guest relations, empathy, flexibility, and hygiene must be hired. Additionally, retention initiatives through work-life balance, mental health, wellness programs, etc.

• Flexibility in Employment Terms and the Workforce

Be prepared to hire using contract or gig models based on the season and the event. Create a pool of skilled temporary employees that can be called upon when needed, all the while maintaining consistency and quality.

Challenges to Be Aware Of

The Indian hospitality industry faces several enduring and new issues that were extensively discussed at expos and industry panels in 2025, despite the hiring momentum returning. Leaders can improve workforce strategies ahead of the next business cycle by being aware of these.

1. Talent Retention and Attrition

One of the largest challenges facing the hospitality industry is high turnover, especially in positions that interact directly with guests, such as front desk, housekeeping, and service. Due to work pressure and concerns about their lifestyle, many employees leave the industry entirely or switch jobs frequently in search of slight pay increases. This churn has been exacerbated by post-pandemic expectations for improved mental wellness and work-life balance.

2. Mismatch in Skills 

The gap between academia and industry is still present in the graduates of hospitality schools and technical colleges, who have a solid theoretical foundation but little operational readiness. Expo employers frequently brought up the "finishing gap": new hires need months of retraining before they are capable of managing digital systems like PMS and POS, cross-departmental coordination, or guest service pressure.

3. Increasing Prices for Skilled Personnel

The competition for qualified managers, chefs, and engineering personnel is intensifying as tier-2 and tier-3 locations become more prominent as centres of hospitality.  Even in smaller markets, candidates now demand competitive pay, accommodations for staff, and clear career progression.  Payroll budgets may be stretched for boutique and mid-sized hotels.

4. Adoption Gaps in Technology

Even though large chains are digitising their operations, many independent or regional businesses continue to face challenges with data systems and automation. A growing skills gap results from this: while properties that embrace technology draw in tech-savvy employees, others run the risk of losing both talent and productivity.

The Upcoming Stage of Indian Hospitality Employment

2025 is a year of reinvention if 2024 was a year of recovery. Expo discussions indicate that the following factors will shape hospitality employment in India going forward:

• Professionals with a variety of skills who can work in technology, sustainability, and service roles.
• Skill partnerships that drive local talent ecosystems in tier-2 cities.
• Culture-led retention, in which visitor satisfaction is closely linked to employee well-being.
• Intelligent, data-driven workforce planning that forecasts staffing requirements by region, event, and season.

Human connection, the foundation of the hospitality sector, continues to be its greatest asset. However, the talent that produces it now needs deeper engagement, better learning, and smarter systems. "Who can grow with the experience we promise?" is a more important question for employers than simply "Who can fill the role?"

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