Recruiting a Business Travel Consultant: Job Description, Advert, Recruitment Strategy, and Staff Development Plan

This article provides a job description and person specification, job advert, recruitment strategy, and staff development plan for a Business Travel Consultant. It also includes the rationale for the choices made in the design of these materials.

Business

Contents
Business...........................................................................................................................................1
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................3
A job description and person specification for the Business Travel consultant..............................3
A job advert to help you in recruiting the Business Travel consultant............................................4
A plan outlining your recruitment strategy for obtaining the best candidate...................................4
A three-month staff development plan for the new starter..............................................................5
Rationale for all the choices that have been made in the design of the above materials.................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
The study that follows is largely concerned with developing effective recruiting tactics and
processes that are founded on acceptable screening elements (Abdulgaffar and Abdulrauf-Salau,
2016). BUNI Travel's Hr department has been requested to recruit a professional corporate trip
adviser. Several materials in the format of a presentation are required to complete this
assignment. Such records have included a detailed employment description and work
requirements and the qualifications of the individual who will be hired, a job adverts to support
the company in hiring a travel consultant, a concise blueprint explaining the approach for
attracting the finest applicant and guiding the individual with a decent three-month advancement
schedule. Furthermore, appropriate justifications for carrying out the responsibilities in this
manner must be presented.
A job description and person specification for the Business Travel consultant
The key responsibility of the corporate trip advisor would be to organise the BUNI
travelling corporation's entire operating process. The following items are included in the work
explanation:
Title- Business Travel Consultant
Annual Salary- $40000
Minimum requirement of the hours that
must be worked
8
Days for which a person should be present in
a week
5
Type of the job- Full-time
Job qualifications The corporate advisor would be responsible for
managing and operating the tasks as well as
appropriately handling different trip contracts.
The trip adviser would ensure that the visitors'
health and protection are ensured. This would
be accomplished by compiling the necessary
information regarding various locations.

Different talents and academic background would be included in the individual criteria.
These would be the following:
Skills- Excellent command of the English language
For dealing with customers, you'll need effective interpersonal abilities.
Availability to work with just about any customer
Guaranteed dedication to the business and proper involvement
Problem-solving prowess and improved analytical reasoning
Qualifications- Bachelor's education is needed.
At least 3 years of expertise operating in the hospitality and leisure sector
is required.
A job advert to help you in recruiting the Business Travel consultant
Great Work Possibility: BUNI Travels has an employment opening for everyone looking
to work in the hospitality business. This employment would assist the person in expanding their
expertise and advancing their professional path (Akhtyamov and Gonchar, 2017). BUNI Travels
is a tourist firm which succeeds, and there are currently opportunities for corporate travels
advisors at the business. There are 3 places available for the roles which are open to be
completed. This position is open to anybody with a managing or tourism bachelor of business
marketing. This is a benefit for people that are passionate about the travel business. Applicants
that meet the requirements could send their Resume to the business via the accompanying
information:
Email address- [e-mail]
Contact number- [phone]
Last date of submission- 1st July 2022
A plan outlining your recruitment strategy for obtaining the best candidate
The HR director should undertake a specified approach for the selection of the travelling
advisor. There would be 3 stages to the competition. The initial stage of the assessment session
would entail interviewing 30 unique prospects. They would be quizzed on the data they have
given as well as the hospitality sector during the discussion. Twelve of the twenty applicants
would be chosen in the next phase. Those applicants would be questioned for their thoughts on
providing low-cost vacation plans. The management and the financial staff from BUNI Travels

would be involved in this phase. Lastly, in the 3rd stage, the 3 chosen applicants would be
briefed regarding the firm's regulations and work needs. The experts would likewise be informed
of the appointment deadlines (Boström and Palm, 2020).
A three-month staff development plan for the new starter
1st month:
The first month growth strategy and its overall time
period
For a month
The program would take place on certain dates each
week
3 days
The location of the training programs The company's meeting rooms
The first-month program's goals are as follows Self-evaluation and analysis of people in
order to have a thorough understanding of
their talents
2nd month:
The second month growth strategy and its overall
time period
For a month
The program would take place on certain dates each
week
4 days
The location of the training programs The company's boardroom and
convention facilities
The first-month program's goals are as follows To acquaint the experts with the
organizational requirements, aims, and
strategies.
3rd month:
The 3rd month growth strategy and its overall time
period
For a month
The program would take place on certain dates each
week
5 days
The location of the training programs The company's meeting rooms

The first-month program's goals are as follows To assess how far the applicants have
progressed.
Rationale for all the choices that have been made in the design of the above
materials
The job summary includes the essential work requirements that each travelling firm wants
from its corporate trip advisor. A full-time employment with a pay of $40000 is maintained to
attract outstanding employees that could help the organisation improve its efficiency. Based on a
variety of circumstances, the individual characteristics are accentuated (Carter, Maree and
Shakwa, 2019). Since the trip advisor would have a number of obligations to secure the
organizational value, the needed abilities are anticipated. Such involve recommending suitable
travelling deals to customers based on their expectations and requirements, as well as ensuring
enough openness and customer pleasure by making users informed regarding delicate elements
such as vacations and travelling stuff. The travelling advisor must be well-educated in possible to
correlate and give the best trips to its customers by providing appropriate lodging, low-cost
flights, and convenient modes of transit. Because it would be their obligation to understand
numerous recent developments and evaluate those in order to develop numerous solutions and
offerings, the travelling advisor must be well-versed in applying technology. It is required that
they would have 3 years of expertise operating in the tourism sector, as an energetic and
dedicated individual would be capable to better meet the criteria. It is additionally necessary for
the hired advisor to have prior job expertise in order to assure that they would help to the
expansion of the tourism firm by utilising necessary talents. Additionally, the worker must be a
rational person in order to fully comprehend the numerous employment permissions required for
BUNI staff to transfer to other regions around the globe in order to build the operations of the
company. In particular, the advisor arranges all the essential papers and supplies for travelling,
such as Passport and Visa. To ensure that they could handle the pressure which accompanies
with the work, the travelling advisor must be a problem-solver. They may likewise be required to
cope with different customers' emergency trip arrangements that may entail issues such as trip
and tickets purchasing. To retain a competent attitude during the project implementation, the
advisor must be flexible and ready to connect with customers at greater tiers (Lee, Lee and Kim,
2020).

Employment Offer as this job vacancy has indeed been created to aid in the hiring of
corporate travelling consultants. The HR supervisor ensured that almost all of the work's criteria
and advantages are properly mentioned in the advertising. This assures that individuals who are
enthusiastic in the employment will be aware of the vacancy. This would also assist the
organisation in informing prospective employment seekers regarding the work's detailed
specifics, the abilities needed for it, and how to enrol for the position. It additionally covers a
large audience, ensuring therefore several individuals would be interested in applying for the role
(Matthewman, Nowlan and Hyvönen, 2018). The HR executive ensured that the material was
done in an appealing manner such that applicants will hold the place properly and submit as
quickly as feasible to reap the benefits of the advantageous offering. The main objective of
publicising an employment position like such is intended to conserve effort by asking that
qualified people submit such that the HR supervisor would not have to go through the time-
consuming procedure of filtering out non-eligible applicants. The organisation would also ensure
that the applicant process is posted on numerous professional advice webpages, internet
employment posting gateways and forums, digital networking places, and different publishing
business periodicals. This would encourage experts of all types, including those who are creative,
fresh, competent, well known, and established, to compete for the position. Lastly, the purpose of
promoting this job position is to ensure that the firm gets the finest offer possible by recruiting
the most educated and qualified individual possible, as this work has a number of criteria and
only an extremely capable individual would be able to meet the standards of the firm.
Recruiting approach as it is a task that necessitates a high degree of devotion and also the
ability to operate amid extreme anxiety and strain in order to achieve deadlines (Mehran, 2016).
As a result, the HR director opted to undertake 3 sessions of interviewing in order to assure that a
very educated and qualified candidate was hired. The HR director would lead the initial phase of
the discussion to ensure that the individual who advances to the following stage is capable of
managing that kind of a position. This phase is very important for determining the applicants'
interpersonal and academic capabilities and talents. During this phase, the applicants' problem-
solving as well as situation-handling talents would be evaluated. In addition, such an assessment
procedure would permit the HR executive to construct an issue and ask the applicants questions
regarding it, allowing him to assess the person's abilities to handle a difficult scenario. The

recruiter would additionally have the opportunity to put the applicants' persuasive talents to the
stand by allowing participants to persuade a customer to accept a planned trip schedule.
The subsequent phase of the recruiting approach, on the other hand, would focus on evaluating
the qualifying applicants' corporate attitude. The participation of the corporation's financial staff
and executives would be secured. Applicants would be expected to come up with a variety of trip
arrangements which are both cost-effective for clients and lucrative for the organisation. Both
divisions concerned would ensure that the travelling arrangements are appropriate for the
business size. This would be the last phase of interviewing, during which all of the
aforementioned abilities, qualifications, and duties will be cross-checked to verify that just the
finest corporate travelling advisor is picked from the group of 30 (Potrich, Vieira and Kirch,
2018).
As the HR executive have also included a 3-month growth and learning approach for
increasing the abilities of the chosen individuals to fulfil the corporation's requirements. Initially
and foremost, the HR director would ensure that the newly hired worker is appropriately
orientated in the company. This would assure that the expert adapt to the workplace atmosphere
effectively. In furthermore, this process aids the advisor in comprehending the firm's goals and
concerns in order to assist them in achieving those. With the assistance of this planning process,
talents would be improved as well. During this phase, various growth potential for the chosen
corporate travelling advisor is also investigated. It would likewise be ensured that the adviser's
obligations are thoroughly outlined to them (Seru and Sufi, 2021).
CONCLUSION
From BUNI Travel's HR perspective, the above presentation illustrates the recruiting
procedure for a corporate travelling adviser. It went over the travelling adviser's job role as well
as the qualifications that the organisation seeks in an advisor. In particular, the study contains a
job advertising created by the firm's HR department in order to attract qualified candidates for
the interviewing procedure. A thorough recruiting procedure for the expert is also mentioned, as
well as a three-month growth strategy. Finally, a full explanation for all of the selections taken
during the corporate travelling advisor hiring approach is offered.

REFERENCES
Books and journals
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Teacher Development, 24(4), pp.539-558.
Carter, K., Maree, M. and Shakwa, G., 2019. Moving to deep and transformative learning. The
Namibia CPD Journal for Educators, 5, pp.109-130.
Lee, J.M., Lee, J. and Kim, K.T., 2020. Consumer financial well-being: Knowledge is not
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Seru, A. and Sufi, A., 2021. Corporate finance (pp. 617-623). University of Chicago Press.