World News - Page 40 of 72

MSC Cruises

August 7, 2026 by Amara Nambinga

MSC CROISIERES

CroisiEurope

GENERAL INFORMATION

Offices: Geneva

Language(s): French

Employees: More than 37,000 employees worldwide, representing over 140 nationalities, on land and at sea.

APPLY NOW

OPEN POSITIONS

COMPANY OVERVIEW

Ownership

Family-owned company within the MSC Group, the world leader in transport and logistics, with over 300 years of maritime heritage.

Positioning

Third largest cruise line in the world, MSC Cruises is a European leader and holds top positions in South America, the Gulf region and Southern Africa. It also shows the fastest growth in the industry in North America, the Caribbean, and the Far East.

Fleet

23 modern and elegant ships in service. A broad investment plan is underway, including the delivery of new ships by 2030.

Offer

More than 340 itineraries in over 100 countries, combining comfort, international gastronomy, high-class entertainment, client-centric technologies and award-winning family programs.

At MSC Cruises, we do not just travel the world: we create unforgettable experiences, guided by passion, excellence, and teamwork. As the world’s cruising leader, a Mediterranean-rooted family business, we place people at the heart of our success.

WHY WORK WITH US?

An international adventure

Our teams reflect the diversity of the world: more than 140 nationalities collaborate every day to deliver the best to our passengers. Working at MSC Cruises means thriving in a dynamic, multicultural, and stimulating environment.

Unique career opportunities

We believe in internal mobility and talent development. Whether on land or at sea, a beginner or an expert, each employee has a key role to play and concrete possibilities for progression.

An innovative company driving the future

MSC Cruises is committed to sustainable tourism and environmentally responsible practices. Joining our teams means contributing to the cruise of tomorrow and to ambitious and innovative projects.

A culture based on respect and collaboration

We value teamwork, commitment, and performance. Here, every voice matters and every talent is recognized.

BENEFITS OF WORKING WITH US

Family-owned and inclusive corporate culture

Global-scale projects with strong growth

Continuous training and skill development through the MSC People Academy and personalized dedicated trainings

Family health insurance: 70% coverage; reimbursement for holistic therapies (osteopathy, psychology); 3-day waiting period covered after 6 months of service; 4 days for sick children per year

Recently renovated Paris offices with an ideal work setting: Parking, bike storage, auditorium and Business Center accessible for events, access to the company restaurant or 10€ restaurant tickets, gym access and group classes in our offices for 12.50€/month, 20 kg of fruit delivered weekly to the office

Access to a wide range of perks via the EDENRED+ platform (Parc Astérix, Disneyland, Cinema…)

Discounted cruises to fully enjoy the MSC Cruises experience

CSR POLICY

• 1. Global objective and strategic plan: – Carbon neutrality for all our maritime operations by 2050.

– Energy Transition Plan (ETP) verified annually, aligned with the Paris Agreement and sector objectives.

• 2. Emissions reduction and energy efficiency: – Carbon intensity reduced by 38.9% in 2024, industry target of 40% by 2030.

– New ships lowering emissions per passenger by 44% compared with pre-2013 ships through hull optimization, propulsion pods, HVAC systems, LED lighting and waste heat recovery.

– Onshore power supply: 142 shore connections in 2024 avoided over 12,000 tonnes of CO₂. New electrical connection at Le Havre since October 30; Marseille in 2026.

• 3. Fuels and innovations: – Use of bio-LNG and synthetic LNG via a certified “mass balance” system, ensuring measurable greenhouse gas reductions.

– Methane slip reduction by 90% over 30 years thanks to advanced LNG engines and ongoing innovations.

• 4. Onboard management and recycling: – Wastewater treatment systems, waste management and recycling to reduce the environmental footprint of onboard operations.

– Initiatives to reduce plastics and improve energy efficiency of hotel facilities.

• 5. Responsible tourism and local impact: – Collaboration with ports, local authorities and excursion operators to ensure a positive impact on visited communities.

– Traffic management, support for electric transport and low-impact excursions (“Protectours”).

APPLY NOW

Please feel free to visit our site.

https://www.msccroisieres.fr/

Salaün Group

August 6, 2026 by Amara Nambinga

GROUPE SALAÜN

CroisiEurope

GENERAL INFORMATION

Head Office: Headquarters: Pont-de-Buis-les-Quimerch (29) – Agencies in France and Belgium

Language(s): French

Employees: > 500

APPLY NOW

POSITIONS AVAILABLE

Paris – Île-de-France

Experienced Travel Consultant
• Permanent contract – Mantes-la-Jolie (78)
Group Travel Sales
• Permanent contract – Paris (75)

North

Business-to-Business Travel Sales
• Permanent contract – Lille (59)

Great West

Experienced Travel Consultant
• Permanent contract – Carhaix-Plouguer (29)
• Permanent contract – Carentan (50)

Great East

Travel Counselor
• Permanent contract – Nancy (54)

COMPANY OVERVIEW

INDIVIDUAL AND GROUP TRAVEL ORGANIZER

Under the brands Salaün Holidays, Nationaltours and BT Tours, the Salaün Group organizes trips worldwide: long- and medium-haul flights, circuit packages, stays, cruises or seaside getaways, for both group and individual travel, including tailor-made and à la carte options.

The Salaün Group also holds and manages specialist brands such as Nordiska (specialist in Scandinavia), Hugh (specialist in North America), Entre Nous (for bespoke travel), Alpes Express (for mountain trips), Events by Salaün Holidays (dedicated to MICE travel), which positions it as a multi-specialist Tour Operator.

The Salaün Group also organizes trips for constituted groups (works councils, schools, associations, retirees clubs, etc.) through its specialized subsidiaries: La Boutique des Groupes by Salaün Holidays and BT Tours / Ami Club (in Belgium). The group has risen, over the years, to the 2nd place in the French market as a Group-Travel Operator and is strengthening its commercial presence in this market by expanding into new regions in France.

TOUR OPERATOR AND DISTRIBUTOR

The high-quality journeys crafted by the production teams of Salaün Group tour operators are resold through our own distribution network of more than 160 travel agencies in France and Belgium, as well as to more than 3,000 agencies in the traditional network across France.

In our internal network of travel agencies, in addition to reselling Salaün Holidays, National Tours and BT Tours products, all standard travel agency services are offered to our clients:

• Ticketing, we operate many IATA agencies and all our agencies are equipped with a GDS. To serve corporate and leisure ticketing, we leverage four main suppliers (Amadeus, Galileo, Resaneo, Misterfly) ;

• Resale of leading Tour Operators in the market (TUI, FTI, Fram, Costa, MSC Cruises, Kuoni, Club Med, Héliades, Voyamar, Thalasso No. 1, etc…)

• Custom travel planning via the Worldia à-la-carte travel platform allowing online planning and direct booking.

• Car rentals and hotel bookings

OUR AWARDS

2022: Salaün Holidays named the 4th most loved travel operator in France (Capital magazine 2022 ranking)

• Travel d’Or 2018: Best Marketing/Communication Campaign,

• Bus and Coach Awards 2017: Special Tourism Award for the Century Voyage

• Travel d’Or 2017: Michel Salaün named Person of the Year

• Tourism Victories 2016: Best Coach Operator,

• Tour Manager 2016: Tour Manager of the Year in the Travel Production category.

BENEFITS OF WORKING WITH US

Our passion for travel: the passion that drives our leadership and teams is reflected in a complete travel offering, rich with unique programs but also with dedicated films, a semi-annual magazine (the Salaunmag), travel-oriented websites (salaunmag.com), travel journal contests, adventure books, and even books on world cuisines…

Our innovation capacity: continual enhancement of our programs and the creation of exceptional journeys, such as the Century Voyage from Brest to Vladivostok by coach (voted No. 1 among dream trips by Figaro readers).

Our commercial “plus” assets: including the home-to-airport transfer service offered for all our tours and the presence of French-speaking guiding escorts on every itinerary.

CSR POLICY

• Solidarity tourism actions in 8 countries

• The tour operator supports numerous associations or projects worldwide

• A comprehensive CSR approach: Calculating its carbon footprint and actions to reduce its ecological impact (planting over 2,500 trees in Brittany, 57470 in Madagascar), actions to improve employees’ well-being at work…

APPLY NOW

Do not hesitate to browse our job openings on our careers site.

Nous recrutons

Carrefour Travel

August 6, 2026 by Amara Nambinga

CARREFOUR VOYAGES

CroisiEurope

INORMATION GÉNÉRALES

Agences : Créteil, Carré-Sénart, Toulouse…

Langue : Français

Collaborateurs : > 1000

APPLY

VACANCIES

Paris – Île de France

Voyage Advisor
• Permanent contract – Massy Hyper (91)
• Fixed-term contract – Massy (91)
Agency Manager
• Permanent contract – Noisy-le-Grand (93)
HR Officer
• Apprenticeship – Massy/Evry (91)

Grand Sud

Voyage Advisor
• Fixed-term contract – Antibes (06)
• Permanent contract – Toulouse Purpan (31)
Agency Manager
• Permanent contract – Antibes (06)

Grand Ouest

Voyage Advisor
• Fixed-term contract – Vannes (56)
• Permanent contract – Nantes Beaulieu (44)

Nord

Voyage Advisor
• Permanent contract – Chalon en Champagne (51)
• Permanent contract – Mont Saint Aignan (76)
• Permanent contract – St Brice (77)
• Fixed-term contract – Barentin (76)

Auvergne Rhône-Alpes

Voyage Advisor
• Fixed-term contract – Vénissieux (69)

PRÉSENTATION DE L’ENTREPRISE

Carrefour Voyages, a subsidiary of the Carrefour group, is a major player in tourism in France.

With a network of more than 90 physical agencies and a dynamic online platform, we offer our clients a wide range of travel products and services: holidays, flights, hotels, cruises, tours… Our goal? Make travel accessible to everyone by offering competitive and customized options.

Carrefour Voyages is more than just a travel agency.

It is a passionate team, a network of experts, and a dynamic company at the heart of the tourism sector.

By joining our teams, you will help create unforgettable experiences for our clients.

We all share the same passion for travel and we love to pass this passion on to our clients.

THE BENEFITS OF WORKING WITH US

A rewarding career: You will have the opportunity to advise and guide our clients in realizing their travel dreams.

Team spirit: We work together in a collaborative and sharing mindset to achieve our common goals.

Innovation: We continually evolve and stay attuned to the latest industry trends to offer our clients the best solutions.

The passion for travel: We all share the same love for travel and enjoy passing this enthusiasm on to our clients.

POLITIQUE RSE

• Customer at the heart of our concerns: We strive to offer our clients tailor-made journeys and unique experiences.

• Team spirit: We work together in a collaborative and sharing mindset to achieve our common goals.

• Innovation: We are constantly evolving and stay ahead of the latest sector trends to provide our clients with the best solutions.

• The passion for travel: We all share the same passion for travel and love to pass this passion on to our clients.

COMPANY VIDEOS

Are you passionate about travel, have a sense of customer service, and want to join a dynamic company?

APPLY

Do not hesitate to view our job openings on our careers site.

https://voyages.carrefour.fr/accueil/recrutement-carriere

Jobs, Wages and Tourism Attractiveness: Where Does Tourism Stand After COVID-19?

August 6, 2026 by Amara Nambinga

Emploi, salaires, attractivité : où en est le tourisme depuis le Covid ? - Photo ASIA

CroisiEurope

TourMaG.com – How is the employment market in tourism performing today?

Julien Beaufreton : The situation has clearly improved since the end of Covid. Hiring hasn’t become easy, but there are more candidates available. The market is more fluid than it was during the two years that followed the health crisis.

TourMaG.com – How do you explain this evolution?

Julien Beaufreton : It should be noted that there was a significant wage inflation between 2019 and the end of the Covid period, largely linked to the rise in the minimum wage.

In 2018-2019, the gross monthly minimum wage was around 1,500 euros. It is now around 1,820 euros. Employers have integrated this inflation into mid- to long-term planning, which has notably manifested as upward adjustments to the minimum wage scales within the sector.

Furthermore, the post-Covid recruitment difficulties were also explained by the fact that many people were still in long-term unemployment, with no immediate pressure to return to work.

Still more progress to be made on gender equality

TourMaG.com – À votre arrivée à la tête de la CPPNI, vous aviez identifié trois priorités : l’ajustement des salaires minimums, l’égalité femmes-hommes et l’attractivité des métiers du tourisme. Où en êtes-vous aujourd’hui ?

Julien Beaufreton : On gender equality, we are still in a phase of reflection at the branch level. The main difficulty lies in accessing consolidated data. Companies have their own indicators, but aggregating them at the branch level is challenging.

We know, nonetheless, that tourism is a highly feminized sector, with about 75 % women. The challenge is therefore to promote their access to leadership positions, because imbalances persist, even if they are difficult to quantify precisely.

The question of pay equality also remains a priority area.

TourMaG.com – And regarding the attractiveness of tourism jobs ?

Julien Beaufreton : We participate in the Tourism Careers Week, but this scheme mainly concerns inbound tourism: hotels, amusement parks, outdoor hospitality.

In tour-operating and travel agencies, i.e., outbound tourism, recruitment difficulties are generally less pronounced.

Reopening of the Annual Mandatory Negotiations (NAO)

TourMaG.com – Quels seront vos principaux dossiers pour 2026 ?

Julien Beaufreton : We are opening the 2026 NAOs, which mainly focus on branch-level compensation: the hierarchical minimum wages, but also ancillary elements such as the seniority bonus, teleworking, or other peripheral benefits.

The NAOs occur every two years in our branch. We are currently in the first phase, that of listening to representative employee organizations. The goal is to move forward quickly and maintain constructive social dialogue.

TourMaG.com – What assessment do you make of your first year at the head of the commission?

Julien Beaufreton : The exchanges have been generally calm and constructive. In 2025, we held six CPPNI meetings, with a co-construction approach: shared diagnosis, listening to stakeholders, and seeking common solutions.

We have specifically worked on aligning the national collective agreement with regulations, on the implementation and monitoring of the new health and provident mutual, as well as on a branch-wide agreement relating to caregivers.

This agreement aims to support employees who care for a sick relative or someone nearing the end of life. It is particularly relevant in a branch with many seniors and a majority of women, who are statistically more likely to be affected by these situations. We hope for a signature in the first half of 2026.

TourMaG.com – Is the rejuvenation of employees and entrepreneurs also a challenge for the branch?

Julien Beaufreton : Yes, clearly. Many workers will retire in the next five to ten years, raising questions about the transmission of skills.

These challenges are, however, very company-specific. Large organizations can implement tutoring or bridging programs, which is much more complex for small agencies.

At the branch level, it is therefore difficult to set frameworks that apply to all company sizes.

See also : Young, female and on a permanent contract: the typical profile of tourism employees (Infographic)

Publié par Caroline Lelievre Journaliste – TourMaG.com
Voir tous les articles de Caroline Lelievre

Ajoutez TourMaG à votre flux Google Actualités

Agency Training: Myriam Tord Adds a New String to Her Bow

August 6, 2026 by Amara Nambinga

DGT Academy et Formations font le plein de nouveautés en cette année 2026 - DR

CroisiEurope

I don’t know if there are good or bad career paths, but if I had to summarize professional life, I’d tell you it is first and foremost about encounters.

And this adaptation of a philosophical message from an old Egyptian scribe could very well apply to many opportunities in the tourism sector. It’s not Alexandre Alary and Myriam Tord who would disagree.

One of France’s most famous travel agents is changing dimension and, for a while, stepping out of her storefront to don a new suit. A shift into a different realm that arose from a meeting and numerous discussions.

“We have known each other for a number of years. She wanted to evolve and also diversify her activity.

Myriam wants to teach and pass on knowledge; we were looking for a way to start this, and we have just found it. It was also important for us, as for her, that we could work together. It’s a joint project.

Travel agents want people who are in the ecosystem, who know the tourism industry and their daily life, not personalities arriving from I don’t know where,” explains Alexandre Alary.

Myriam Tord : “we must highlight our added value”

The employee of Versailles Voyages will therefore participate in the in-person workshop, a full day titled “Customer relations: strengthening your bearing with confidence and serenity.”

The first wave of trainings is scheduled to begin on March 25, then on April 7 and 16, 2026. The sessions are planned to accommodate between 5 and 12 professionals.

Myriam Tord, currently in the final tuning phase, thus adds a new string to her bow. She oscillates between the joy of teaching and the anxiety of meeting the expectations of her peers, but also her own.

One who is accustomed to interventions at IFTM Top Resa or other events is preparing with the intention of bringing real added value to her colleagues: to go beyond the superficial and delve into the blocking points.

“The aim is to move from theory to the concrete, not stay in theory: that’s often the pitfall, and what is missing in this type of training.

We often hear ‘you must do this or that,’, without really knowing what we talk about on a daily basis.

I will rely a lot on my experience, on what I have tested and the setbacks I’ve faced as a travel agent, but also on all the feedback I get from salespeople or from the Helpdesk.

I want travel agents to come and challenge me on cases they have, so we can dissect them and refine their knowledge.

The idea is to give tips to agencies that want to stand out through human interaction. we told Myriam Tord.

During the day, participants will therefore learn to highlight their strengths.

The challenge is also to make clients aware that in front of them are not people selling pre-packaged trips, but people who care about service, advice and listening.

Myriam Tord : “We are not sellers, we create a real connection”

“To make our sector more attractive, we must ensure that those who are in the role are motivated, calm in what they do.

We are not sellers, we create a real connection, all within the context of evolving customer relations.

The throughline of my career has always been to highlight the profession.

This happens through training, updating customer relations, and the question: how to be a travel agent? Because, to avoid continued stigmatization, we must highlight our added value, and ensure that it is perceptible to clients,” she says.

The sessions are already attracting a healthy turnout, but there are still a few spots left.

Other trainings will take place at DGT Formations on the topic of management, titled “Leadership & Interpersonal Communication,” led by Adeline Musset-Sullivan, a name you know well.

AI will of course be on the agenda with a day for “Optimizing productivity and sustainability through AI“, with Lucile Violet-Parlange.

“Travel agents want to understand AI, but especially have use cases, exercises that match their issues, and see how generative AI can be a solution.

Lucile has the advantage of having worked in many tourism organizations: she knows the stakes and the needs of professionals.

That’s not all, because we also have innovations on the DGT Academy, the platform accessible 24/7, which has had a good start,” shares Alexandre Alary.

DGT Academy: from online training to in-person events

This site allows industry players to maintain their knowledge and advance their skills throughout the year, whether on destinations with an eco-responsible angle, but also on other professional topics.

In total, more than 70 agencies have access to the content, and discussions with networks are underway to push this figure beyond 100.

“We find micro-trainings, webinars or technical materials there.

We also offer the possibility to discover or rediscover providers. There was Cocohop in particular, which drew a large crowd. Then, we will have appointments to reveal what the Travel Life label is.

Assurever will present its innovations there, etc. APG France will join the platform to transmit its DNA, via Antoine Huet: thus all their news. They will organize webinars and share resources.

The Quimbaya Latin America receptive operator will also arrive in a few days, represented by Claudia Terrade. We are in discussions with other partners and destinations.

Because this is new, professionals needed to adopt it, and eventually word-of-mouth brought in the agencies. Beyond the platform, we are considering the creation of in-person events. We are building a community that would need to meet and exchange in person.

We want to redefine the rules of event management, in connection with destinations and themes. All on a human scale, in a quality and entertaining moment,” reveals the director of DGT Formations and Academy.

“The industry has moved into a different phase on the sustainability topic”

In recent months, echoing companies relocating their employees to their offices, in-person presence has made a strong comeback.

The sustainability aspect, however, has not entirely disappeared from the program; it has simply blended into the content. Although the term isn’t marketable and a bit vague, travel agents must be proactive, and to do that, they must be trained on the products.

“We propose discovering countries from a different angle, with meaning, all within an eco-responsible vision. I think the industry has entered a new phase on sustainability: proof is the village of sustainable initiatives at the last IFTM Top Resa.

Our trainings are anchored in the core métier, in the product, and they incorporate destinations from another angle, with meaning, all within an eco-responsible vision, then by sourcing engaged providers.

We created Desti’Durable, in response to this issue of unfamiliarity and the challenge of tools and agency sourcing,” concludes Alexandre Alary.

And indeed, on the edutour 2.0, new features are expected very soon, such as the name of the future destination.

Recruitment in Travel Agencies: A Market Still Under Pressure

August 6, 2026 by Amara Nambinga

Au sein des réseaux de distribution, les difficultés de recrutement persistent. Essentiellement sur les postes d’agent de voyages et commercial groupes.@depositphotos/rawpixel

CroisiEurope

« Our recruitment needs are recurring, primarily for sales advisors, due to a natural turnover inherent to tourism », explains a HR manager within a network of distribution agencies.

This difficulty is amplified in certain geographic areas that are less attractive. « In some sectors, notably in the East, we receive very few applications », confirms Aurélie Hébrard, administrative HR assistant within the Salaün group.

The lack of experienced profiles sometimes significantly lengthens recruitment timelines.

Attractiveness of the profession, volatile youth and inadequate training

Beyond the simple lack of candidates, agencies face a deeper issue: the attractiveness of the job. Young generations struggle to envision themselves in a sedentary role at an agency.

“Today’s youth have trouble wanting to stay eight hours a day behind a desk. They need space and mobility”, observes Aurélie Hébrard.

Another major hurdle is the mismatch between initial training and field realities. The Tourism BTS, often cited, is considered too general and not sufficiently professionalizing.
“Young people discover the profession only once on the job and some abandon during the probationary period, because they did not expect a job that complex,” testifies Céline Gleizes, HR manager of the Eden Tour network. Today, we have to teach them everything, even after a BTS, a bachelor’s degree or a master’s.
The lack of understanding of the profession remains strong: demanding customer relations, mastery of destinations, administrative constraints and commercial skills form a package often underestimated by candidates.

Training, diversifying channels and elevating the professions

In response to these findings, companies are implementing multiple strategies to attract and secure recruitment.

« We have implemented a welcome pack with specific bonuses for positions open for more than six months in tight zones », explains the HR manager of a large network. The brand also relies on specialized job boards such as TourMaG to obtain more targeted applications.

The brand also invests in visibility of the professions: presentations in schools, job dating, career videos featuring employees and a referral program, convinced that « employees are the best ambassadors ».

For its part, Eden Tour has chosen internal training, despite the time investment that this entails. « It takes between six months and a year to be fully operational, depending on profiles », notes Céline Gleizes. The network also favors professional training, such as those from Selectour Academy, deemed closer to the needs of agencies.

In a market that remains tight, tourism players share a common conviction: recruitment will rely as much on adapting training as on a better valuation of a demanding profession, often idealized but still too little known.

Published by Caroline Lelievre Journalist – TourMaG.com
See all articles by Caroline Lelievre

Add TourMaG to your Google News feed

Recruitment: Top 6 In-Demand Careers in Travel Agencies and Tour Operators

August 6, 2026 by Amara Nambinga

Recrutement : découvrez le Top 5 des métiers les plus porteurs chez les agences et tour-opérateurs ! - Depositphotos.com fentonroma143@gmail.com

CroisiEurope

Despite a clear rebound since the pandemic, the travel operators sector has not yet returned to the recruitment volumes seen in 2019.

Valérie Dufour, Head of TravelJobs, the Employment section of TourMaG, notes that the number of job offers remains significantly below the pre-COVID years.

“This is explained by a deep restructuring of the agencies’ business models, the integration of digital technology, and a structural decline of certain traditional roles that took longer to regain their pre-crisis weight,” she explains.

The international and political context in France has also influenced recruitment.

“The difficulty of recruiting for operational roles has never been as high as today”

Even though the overall volume of offers has declined, the challenge of filling operational roles has never been greater, notes Valérie Dufour. The market faces an imbalance between numerous positions to fill—travel advisors, ticketing clerks, agency managers—and a small pool of qualified CVs.

“Recruiters highlight a lack of specific technical skills, notably proficiency with reservation tools (GDS/Amadeus), as well as a need for general culture and advisory ability.” emphasizes the head of TourMaG’s Employment section.

The recruitment bottleneck is also cultural. Current candidates prioritize quality of life and flexibility. Teleworking, which has fully integrated into organizations with the COVID-19 pandemic, has become an almost systematic demand for support and ticketing roles. Finally, work-life balance is a consideration for many applicants.

“To attract talent, companies must now offer upskilling plans and a hybrid organization. However, this evolution complicates recruitment for large traditional agencies, which sometimes struggle to adapt their roles and hours” summarizes Valérie Dufour.

She adds that firms are seeking increasingly specific skills: “The personalization of travel and tailor-made experiences are skyrocketing, as is the management of ever more complex situations (visas, multi-segment itineraries), becoming growth drivers for tour operators, which requires more precise competencies from staff.”

Other sectors are buoyant. Group travel operators, for example, are seeing strong activity and hiring. In this context, technicians and group travel sales professionals are in demand.

Another significant impact on job profiles is the rise of travel recommendations and content on social networks such as Instagram or TikTok, which is shifting customer expectations. “Some influencers are even becoming advocates—this forces agencies/tour operators to rethink their marketing approach to stay attractive. They are seeking employees who also possess these skills.” adds the employment expert.

Top 6 in-demand roles in 2025-2026

In this context of transformation, certain profiles remain highly sought after:

Travel Advisor: The pivot of distribution, indispensable for creating tailor-made trips.

Travel Product Manager: A profile sought by tour operators to design differentiated offers (ecotourism, adventure, niche).

Luxury / Premium Specialist: A growing segment that requires highly specialized client expertise.

Digital & Marketing Expert: To respond to the increasing influence of social networks (TikTok, Instagram) in the purchasing process.

Ticketing Clerk, Transport Manager and Back-office: Technical roles essential to the operational reliability of agencies.

Sales and Group Travel Technician: The salesperson is responsible for developing and selling tailor-made trips for groups (associations, companies, local authorities…). The group travel technician designs, organizes, and coordinates trips for groups (associations, schools, businesses…).

TravelJobs 2026: new tools to smooth the market

Valérie Dufour responsable de TravelJobs

Facing these recruitment challenges, matchmaking services are evolving on TourMaG. TravelJobs will roll out in 2026 customized sourcing services for recruiters, going beyond simple job postings diffusion.

This approach includes targeted headhunting by geographic area and activation of alumni networks and professional associations. The objective is clear: provide visibility to candidates on sometimes unpublished opportunities while ensuring employers access to qualified and immediately operational profiles.

Learn more :

Email : [email protected]

Phone : +33 6 99 07 16 66

OPCO Mobilités Takes On AI and the Tourism BTS

August 5, 2026 by Amara Nambinga

« Le marché du travail reste volatil, et les financements se raréfient. Maintenir une dynamique d’apprentissage et d’innovation est indispensable pour sécuriser l’avenir de la branche », affirme Isabelle Maimbourg, directrice générale de l’OPCO Mobilités. @opco mobilités

CroisiEurope

TourMaG – In 2023, you launched with the Voyages Enterprises (EDV) a national support plan for travel operators. Where do you stand today?

Isabelle Maimbourg : The first plan, carried out in 2023-2024, focused on CSR, ecological and energy transition.

The new plan, for 2025-2026, concentrates on artificial intelligence (AI).

In 2025, we published a white paper on AI, and this year we completed by unveiling a social panorama of companies.

Read also: Young, female and on permanent contracts: the portrait of tourism workers (Infographic)

From February 2026, we will roll out AI training actions, notably aimed at agencies and tour guides, via our M-Campus tool. A broader support with consultants will be carried out regionally. It will begin in the Grand Est.

TourMaG – What are the expectations of tourism companies regarding AI?

Isabelle Maimbourg : Companies have varied profiles; some are highly engaged but sometimes disappointed by AI promises, others hesitate but end up getting involved, especially to improve customer relations.

We are testing AI platforms such as a Travel Companion, which offers clients an interactive travel journal, enabling photo sharing and comments, while facilitating travel management for agencies.

We supported funding for the pedagogical experimentation phase.

In the future, we could accompany training actions.

Subsequently, the Voyages Enterprises chose to rely on Cediv as a laboratory, to launch AI-related actions and facilitate access to a complete solution for travel agencies.

Read also: EDV, CEDIV: the AI chatbot dedicated to agencies will be launched in November!

The Redesign of BTS Tourism Under Study

TourMaG – Does AI have an impact on recruitment and attractiveness in tourism?

Isabelle Maimbourg : Absolutely. Innovation draws a younger audience and represents an additional lever for recruitment.

Since 2022, we have rolled out substantial promotion of the professions, notably with a media campaign in 2025 in three waves.

We have increased activities promoting tourism careers at the events we participate in: activities, quizzes, geography contests…

Our apprenticeship and training officers visit middle schools and high schools to promote all mobility professions.

Another important outcome is the creation of the mobility network of CFAs, i.e., 130 CFAs across France and its overseas territories.

TourMaG.com – What do you propose during Tourism Careers Week?

Isabelle Maimbourg : For Tourism Careers Week, this year again we have invested truly and in a coordinated manner with all companies, CFAs and training organizations.

We will run daily actions across all territories, coordinated with the Voyages Enterprises and Seto.

TourMaG: What are the results in terms of recruitment in the sector?

Isabelle Maimbourg : In 2025, it was harder to find employers than candidates.

Entry-level roles in the profession, such as travel agent, remain in tension because the audience is young and frequently changes direction. Nevertheless, the 2025 agency performance was solid and broadly positive.

We are also working on aligning the BTS Tourism, professional titles, and the real needs of companies.

Since early 2026, we are attempting to set up tailored training, integrable into apprenticeships, work-study, or professionalization contracts.

A Market Still Volatile

TourMaG – What are your priorities for 2026?

Isabelle Maimbourg : Two major items: support for AI and the alignment of training offerings with the needs of businesses.

Concurrently, we continue our usual missions: securing funding, supporting career paths, and maintaining recruitment and training to prevent a skills shortage.

TourMaG – Can you remind us of your main mechanisms?

Isabelle Maimbourg : We have four main mechanisms via the skills operator: apprenticeship through professionalization contracts and traditional apprenticeships, followed by the skills development plan for companies with fewer than 50 employees.

Conventional contributions are, in tourism, little used.

Finally, voluntary contributions by companies allow co-financing of training paths.

We have secured a European Social Fund (FSE) of €7.5 million to cover 50% of the cost of the training paths. We currently have a little under €1.6 million remaining until March-April 2026.

The skills development plan, meanwhile, amounts to about €40 million for all companies, not only agencies.

TourMaG – One final word on concrete projects and actions?

Isabelle Maimbourg : It is crucial for agencies to continue investing in recruitment and training.

The job market remains volatile, and funding is dwindling. Maintaining a momentum of learning and innovation is essential to secure the future of the sector.

Tunon International School Opens Four New Campuses in Overseas Territories

August 5, 2026 by Amara Nambinga

L’École Internationale Tunon ouvre 4 nouveaux campus : La Réunion, Martinique, Guadeloupe, Guyane - DepositPhotos.com, Balate Dorin

The École Internationale Tunon will establish four new campuses in Guadeloupe, in French Guiana, on Réunion, and in Martinique by the start of the September 2026 term.

These openings, led by Carole Marchand, make it possible to access professional certifications listed in the National Directory of Professional Certifications (RNCP) locally, without the need to relocate to mainland France.

Founded in 1964, the school reports an average employment rate of 88% and relies on a network of 2,700 partner companies, serving a community of 71,000 alumni.

Three programs dedicated to the aviation and hospitality sectors

The training offerings in the overseas departments and territories (DROM) revolve around three diplomas: Tourism & Aviation Assistant (Bac+2), Executive Assistant to Hotel Management (Bac+2) and Hospitality Bachelor (Bac+3).

The aviation track includes preparation for the Cabin Crew Attestation (CCA), the DGAC-mandated diploma required to work as cabin crew, with an 85% success rate recorded in 2025.

This offering responds to the growth in airport traffic, notably in Réunion (+5.5%) and in Guadeloupe (+3.6%) over the past year.

The hospitality tracks are offered as apprenticeships or with internships of 24 to 32 weeks over two years, aimed at supplying skilled staff for regional establishments, whose visitor numbers have risen by 4% to 6% in the year.

Published by Noah Penalva TourMaG.com Editor
See all articles by Noah Penalva

Marseille Tourism Jobs Forum Returns March 10, 2026

August 5, 2026 by Amara Nambinga

Marseille organise la 4e édition de son Forum Emploi Tourisme - Illustration : Ville de Marseille

CroisiEurope

Marseille s’apprête à accueillir la 4e édition du Forum Emploi Tourisme qui se tiendra le mardi 10 mars 2026 à l’Espace Villeneuve-Bargemon.

Organisé par l’Office de Tourisme, des Loisirs et des Congrès et la Ville de Marseille, l’événement est entièrement gratuit, tant pour les professionnels que pour les candidats.

Avec plus de 23 600 emplois directs (source : AGAM), le tourisme constitue l’un des piliers économiques de la Cité phocéenne.

La perspective d’un été 2026 soutenu accentue les besoins en personnel, notamment dans l’hôtellerie-restauration et les activités de loisirs.

Fort du succès des précédentes éditions, le forum entend faciliter la mise en relation directe entre recruteurs et candidats, sans prise de rendez-vous préalable.

L’événement est co-porté par plusieurs acteurs majeurs de l’emploi à Marseille, la Maison de l’Emploi de Marseille, la Cité des Métiers, la Mission Locale de Marseille et France Travail.

A broad range of professions

Des centaines de postes seront proposés. En hôtellerie, les recruteurs recherchent notamment des gouvernants d’étages, réceptionnistes ou bagagistes.

Côté restauration, les besoins concernent des cuisiniers, commis, serveurs, barmans, chefs de rang et plongeurs.

Enfin, dans le champ des activités touristiques, les offres couvrent des fonctions variées telles que guide de kayak, chargé d’accueil pour la location de vélos électriques, guide-conducteur de Tuk Tuk, agent d’accueil en boutique ou encore moniteur de voile.

L’Office de Tourisme sera également présent , avec une quinzaine de postes saisonniers de conseillers en séjour “Hors les Murs”, chargés d’informer les visiteurs dans les lieux emblématiques de la destination durant l’été.

De son côté, la Ville de Marseille proposera une cinquantaine de postes dans des secteurs variés.

Les offres sont ouvertes avec ou sans expérience. Les candidats seront orientés vers les opportunités les plus adaptées à leur profil et à leurs compétences.

Published by Amelia Brille Staff writer at TourMaG.com
See all articles by Amelia Brille

Add TourMaG to your Google News feed