If you have a wanderlust or fancy expanding your work horizons, now is the perfect time to start investigating what job opportunities there are abroad.
Recruitment companies and tour operators have been advertising and promoting their winter season jobs in Europe's ski resorts, and a wide variety of positions are available, ranging from private nanny to children's club manager and creche assistant.
Most tour operators request a level 3 qualification, although level 2 candidates are considered for some roles if they have the right experience.
As one recruitment manager puts it, 'What we're looking for is confidence and common sense.' Those who work overseas will also need to be fast on their feet and flexible. While there will be benefits and leisure opportunities in glamorous locations, working abroad is certainly not like being on holiday.
Looking after staff
Tour operator Scott Dunn says it aims to recruit individuals who are 'passionate about working with children'. Providing the childcare element of a holiday is an integral part of what it does and the company is in the process of expanding its child-friendly packages to long-haul destinations such as Mauritius.
Its programme currently covers au pair positions, nannies and children's club positions in ski resorts such as Meribel and Val d'Isere in France and in the summer, villa holidays in Sardinia, Portugal and Mallorca. Pay ranges from £145 to £200 a week.
'We have a good retention rate among our nannies and we pride ourselves on looking after our staff,' says childcare manager Charlotte Kinnish. 'Many of our nannies stay with us because they can benefit from a career path which can lead to being a head nanny or a nanny manager. We are keen to move them on if they have performed well.'
Ms Kinnish says that while having a level 3 qualification is important, a candidate's personality and experience are also key considerations. 'We are looking for people who are friendly and enjoy working with different people. They must also be able to think outside the box'.
At Thomson, an NVQ level 2 or equivalent is the minimum needed to be a Kidz Zone representative, whose job it is to keep three- to 12-year-olds entertained. A level 3 is needed to work with children up to the age of three years.
The company is now seeking to recruit 170 staff for its summer 2008 season, which spans destinations including the Belearic islands, Greece and Tunisia.
Overseas childcare recruitment manager Rachel Stamp says, 'All new staff undertake a six-day residential training course in Blackpool, where they are familiarised with our activity manual. It is not something they have to slavishly adhere to, but the aim is to give them a framework that they can work creatively within.'
Ms Stamp says that the work is demanding but rewarding. 'It's a good way to get a foot in the door. Many of our childcare staff go on to become holiday representatives or work in other areas of the travel business. Those who remain in childcare can become area co-ordinators or advisors with additional responsibility.'
People skills
Back on the ski slopes, Snowlines childcare manager Rachael Waite says the 23 nannies she employs each season must meet high parental expectations.
'The nanny is expected to look after the family and fit in with their way of doing things,' she says. 'This can involve looking after young babies as well as older children and young teens who may not want to ski all day.'
With families often travelling together, Ms Waite says the company adheres to strict childcare ratios depending on the ages of the children.
'Most of our nannies are qualified to level 3, although we will consider someone at level 2 if they have a lot of experience,' she says. 'People skills are very important and our nannies assume a lot of responsibility, which is good way to build a CV.'
The opportunity to fast-track a career is also a key selling point for recruitment agency Natives, which services many large tour operators. It says that salaries for childcarers currently range from £100 to £250 a week and there are opportunities for the unqualified to gain experience working with children over the age of eight.
'Increasing numbers of holiday companies are offering childcare and there are opportunities to move up quickly,' says recruitment manager Vicky Higgs. 'If someone does continuous seasons and they are good at what they do, they will be able to rise through the ranks and gain managerial experience.'
Scott Dunn is looking at introducing a training programme which would enable their staff to gain CACHE qualifications while on the job.
Ms Kinnish says, 'This would be a very attractive option for many of our staff and would be good for the service we offer.'
She adds, 'Whether someone decides to extend their period abroad or return to the UK after one season, working abroad is excellent experience and looks impressive on the CV. It really is something worth considering.'
Case study: Judy Wong, nanny manager, based in Val d'Isere with Scott Dunn
I've been with the company for three years, starting off as a nanny, then becoming a senior nanny last year before taking on this role. This is a big step for me because it means I am now supervising eight nannies. Being a manager is going to be a challenge, but the great thing about Scott Dunn is that it's very organised and they give their staff appropriate training and plenty of support.
Nannies have quite a long day, working from 8.30am to 5pm, and they don't have as much time off as chefs and chalet hosts. They provide indoor and outdoor activities and prepare the children's food to a high standard and a set budget. They have to carry out risk assessments and be aware of safety issues, particularly as the weather conditions make children prone to slipping, both indoors and out.
Because you are working with different people every week you become very versatile. You work with children and families from a range of backgrounds, which makes it fun and interesting.
Scott Dunn is opening a creche in Val d'Isere and I will be involved with this. I'm really enjoying working here and the fact that I have also been able to improve my spoken French.
'When I was at school I never dreamed that childcare could bring me somewhere like here.'
Case study: Kate Lucht, overseas childcare supervisor, based in Val d'Isere with Snowline
This is my fourth year with the company and in my current role I am supporting our nannies, making sure they have as much information as possible about their incoming families and all the equipment they need.
Each week is different, because it brings a new family and I have to be adaptable to their needs. It has certainly helped me to be open to new ideas.
I also have to be sensitive to the needs of staff. Some can go through a 'blue' period when they are away from home, and morale tends to get low after Christmas, so they need support. It is good that we have been attracting some older nannies in their 30s, as it makes for a good balance.
All of our nannies are here because they enjoy the job they do - it's not about the perks. Anyway, nannies do not have the luxury of very much time off, so that is definitely not the main appeal.
