Recruitment Documents for Buni Travels: Job Description, Person Specification, Recruitment Strategy, and Staff Development Plan

This article provides a detailed description of the job profile and person specification for the role of a consultant for business travel at Buni Travels. It also outlines a recruitment strategy and a three-month plan for staff development.

Recruitment documents

Table of Contents
Description about the Job and Specification of the person as a consultant for Business Travel ....3
Description about job.............................................................................................................3
PERSON SPECIFICATION:.................................................................................................4
Plan on recruitment Strategy for recruiting best candidate:-...........................................................6
Three month Plan for starter as Staff Development........................................................................6
Development plan for associates:...........................................................................................6
Explanation for all the selections that have been formed in the design ...............................7
REFERENCES..............................................................................................................................10

Description about the Job and Specification of the person as a consultant for
Business Travel
Description about the job profile is on the whole are a written informational paper
that represents the tasks, accountabilities, and the required credentials for the obligatory job level
based on the holdings of the job explication. For familiarizing or introducing the job profile to
candidate or applicants, some topics like what are the responsibilities they are going to do, how
these responsibilities should be fulfilled and the peculiarities sets to identify the effectiveness are
some details must be mentioned in job description in the process of recruitment(Verma, Lamsal
and Verma, 2022) Various component included in the job description are location of the job, title
of the job, role and responsibilities and many more which are compulsory to be performed. On
the contrary, Document describing the character, skills and habits that describe a person is Person
Specification. This is basically a supplementary documents which suggest the recruiter that the
person is fitted or suitable for the job description or not(Marvit and Richman, 2018). Person
specification consists about the knowledge, qualification, experience, talents and many more
details which helps the person to complete the assigned duties. This will help the recruiter in
choosing odd one out on the basis of aptitudes, biases and personal interest which can be act as
problem in recruiting process. The Human Resource department of the company gets help
through this documents by getting a clear picture about the person required to perform the job
offered(Mathur and Kapoor, 2021). The required candidates are hired through various stages of
selection and recruiting procedures.
Description about job
BUNI TRAVELS
CONSULTANT FOR BUSINESS TRAVEL
BRIEF REGARDING THE JOB PROFILE:-
the company is searching for a consultant in business travel, who is passionate about travelling
and the required candidate would be responsible for promoting and booking the agreement or
papers regarding the travelling as per the requirement of customers and analysing the
destinations.
RESPONSIBILITIES:-

 Explore and investigate the several options of attractive location .
 Analyse and review the chosen location in terms of travelling, whether condition,
expenses, safety and various other things.
 Advance as well as organize the constellations from starting to end in effective way.
 Analyse the requirements and necessities of the costumer and according to that suggest
them the packages.
 Strategies the different materials for promotions and utilized them to various digital
promotional kit for promotional aspects
EXPERIENCES:-
 minimum 2 year of experience as a consultant for travel and tourism.
QUALIFICATION:-
 Travel, tourism and Hospitality degree
 professional degree of well authorized or recognized college or university.
EXPERTIES:-
 good knowledge about computer and software.
 Good communication and interpersonal skills.
 Excellent skill of negotiation
 good command on English, person with additional language skills get advantage.
PERSON SPECIFICATION:
Mandatory Advantageous
SKILLS Able to easily Communicate
and with good interaction
skills, good in area sales and
marketing field.
Interpersonal and good
decision making skills.
KNOWLEDGE Good knowledge of travels
software's, good knowledge of
English, additional language
will be beneficial.
Good Grasp over locations and
internet.
EXPERIENCE Specialized travelling 2 year as travel and tourism

consultant
ATTITUDE Polite and positive nature Customer accustomed
approach
A job advertisement that will guide in recruiting the travel consultant for business:-
HIRING FOR
TRAVEL
CONSULTANT
QUALIFICATION:- Degree in Travel and Tourism
Good command on English communication
Working Experience in Travel Consultancy
commendable customer services
BUNI TRAVELS
8, XXXX, ENGLAND, Phone No:- xx, xxxxxxxxxx
Email:- bunitravel @gmail.com

Plan on recruitment Strategy for recruiting best candidate:-
Plan which provide assistance or guidance to the business organization for selecting the
best candidate for provided job role are may be defined as Recruitment Strategies. There are
many ways of recruitment strategies. In context to the BUNI Travel, the firm can use social
media for referring as a tool for strategies for recruitment for appointing the best travel
consultant(Zhong and et.al., 2020). With the help of this social media as a tool they can share or
inform about the job detail in whole network and promote the two way communication. This is
more effective due to the reason that Now a days each and every person is functioning on
platform like social media , so this will provide a huge platform for opting the candidates. By
sharing about the vacant job profile or new recruitment in organization on social media platform
enhances the awareness among people. By providing glimpse of firm like sharing video or photo
of company activities along with the working culture attracts more peoples attention.
Three month Plan for starter as Staff Development
Development plan for associates:
Name of the employee xyz
Date: 18/06/22
Contemporary Title Travel Consultant
Modish Strength Excellent communication and relational, sales
and marketing, accredited degree in tour and
tourism.
Preliminary Needs: Gain the understanding about cost, weather,
customs, attractive location, safety protocols
and different software's.
Professional Goals: Professional consigliere
Step 1: Investigate the various attractive places along
with the cost of staying and coming back. Get

knowledge about the weather conditions and
get assured regarding the safety also get aware
with the various travel software used to
facilitates the booking of clients.
Step 2: Get the feedback about their experiences from
the workers working there.
Step 3: Analyse the execution of the employee and set
a goal for themselves
Tracking workers achievement and efficacy
and analysing there target or goals.
Step 4: Analyse the real achievement with defined
targets.
Explanation for all the selections that have been formed in the design
For the recruitment for the BUNI Travel as a Travel consultant, selecting the
description regarding job profile is very important. Specific description is provided by
BUNI Travel, which enables the applicants or candidates to overlook the job roles and the
needed requirement for job positions. This document assist the HR manager to easily
manage to match the resume of desired position by the applicants(Stone, Cox and Gavin,
2020) This defines or focuses on the expertise, knowledge, capabilities and required
training to worker's and also focus on duties and liabilities which needs to be performed.
This act out as a ground for hiring, aspects, and reckoning about the employee’s
performance. The provided description regarding the job enables the organization
manger to analyse or evolute the performance of the employee’s and analyse them.
description about the job and the personal specification has a vital role for both firm's
human resource department and also for the applicants who are digging for the particular
position in job(Norry and et.al., 2018).. Individual go through the job description
provided by the organization and parallelize their CV or Resume with the hiring details
mentioned in the job profile of the company and can analyse themselves that are they

suitable or eligible for the position or not. Job description is prepared by the HR
department of the firm as per the requirement of the job position which has to be offered
by the firm in most of the organizations and help the company to hire the person
regarding the details.
Person specification is generally a Job description part and this is being considered
as one of the most important part of this. This make the candidate enable to convey the
expectation as well as the integral skills which be commanded by the candidates. This
Interpretate the education level, previous job details, and much more details which is
required in candidates in respect to achieve the setted goal or success. Personal
specification generally outlined the knowledge, expertise, education and several more
aspects which is required in employee in order to attain or sustain in order to perform the
specific role within the workplace(Zhang, Liu and Bi, 2022). This also covers the
qualification and managerial experience required in the candidate that ease them in
achieving the goals related to position offered by the job. For HR department as well as
Candidate, personal specification plays a major role in analysing either they are right for
the job or not.
A job advertisement acts a very crucial part within the hiring process as with the
help of this advertisement, the firm will able to circulate the information either for its
openness of vacant position or new recruitment in the company. The potential candidate,
who are looking for job vacancy are easily get attracted by a good advert(Svaboe, Tørset and
Lohne). With the help of good and detailed advert, candidate are able to recognise the hiring
position in peculiar firm, which give facilitation to the firm in hiring more candidate and getting
the better from them. The major intention over unfolding the job advert is to engage the attention
of generable applicant or candidates by effective compelling them so that they should go for the
desired job position and firm are able to get the best and talented among them. The job advert is
became a easiest way or best hiring way in order to attract the attention of applicants and engage
the potential people to apply for offered position in the company or firm. Apart from informing
about the job profile and company details, the job advert also contains the various steps for
applications and entail a direct link to the company site making it easier pathway for candidates.

For the human resource department of the company or firm a vital component is a
Recruitment strategies. These strategies guide them to hire the best candidate in order to fulfil the
needs of desirable position. Through this strategies Human resource department are able to
recruit the best employee and by doing this it develop a brand or standard for the manager. It
increases the job posting along with the description related to job profile, it also give directions
in prioritizing the policies of firm, it assist in developing and conducting the process related to
interview, it advances the target job boards, helps in appointing the suitable employee , it easily
access the past profile of the candidates( JMorris., 2021). In context to BUNI Travel, the social
media platform is approached by the management of the company. Through this they share about
the required post information on social media platform and address or communicate to get the
excellent employee for the required job profile. As tremendous count of people are present on
social media platform so this trick made it easily accessible for the organization to reach the
employee's. So hiring strategies plays a very important role in opting the feasible employee for
the organization.
When the organization recruited the new candidates, the companies management
department develop the employee’s plan for development. This perform a very vital key in
organization as this guide in constructing any kind of skills or information or certification which
is required for the candidate. This emphasizes in forming the constructive workforce and helps
in enhancing the employee’s satisfaction level. Employee plan of development is generally a
expansion plan which assist in improvising or rectifying the expertise and learning abilities
within the company(Martinez, 2019). This allow a training session within the company to the
newly recruited employee’s for their latest job role. In addition to this topic , the employment
development plan helps in continuous monitoring or the actual performance measurement of the
employee’s within the country. The continuous tracing of the employee’s training procedure
helps the company to evaluate or rectify the working or development of the worker group as per
their goals and motives. The organizational development of the worker helps in attaining or
maintain the the long term and short term goal of the firm. The employee’s development plan
focuses on training program to make sure the improved performance of the employee’s and
improve the field or area in which they are lacking off. Therefore an effective development plan
of employment plays a vital key for the firm along with the new skills improvement within the
employee’s.

REFERENCES
Books and journals
Verma, A., Lamsal, K. and Verma, P., 2022. An investigation of skill requirements in artificial
intelligence and machine learning job advertisements. Industry and Higher Education,
36(1), pp.63-73.
Marvit, M. and Richman, S., 2018, September. The Case for “A Right to Your Job” Campaign.
In New Labor Foru (Vol. 27, No. 3, pp. 14-18). Sage CA: Los Angeles, CA: SAGE
Publications.
Mathur, P. and Kapoor, S., 2021. The Missing Link of Job Analysis: A Case Study. In Advances
in Interdisciplinary Research in Engineering and Business Management (pp. 123-130).
Springer, Singapore.
Zhong, B and et.al., 2020. Ontology-based semantic modeling of knowledge in construction:
classification and identification of hazards implied in images. Journal of construction
engineering and management, 146(4), p.04020013.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Norry, J and et.al., 2018. The changing staff experience. In Centred on Learning (pp. 57-95).
Routledge.
Zhang, Y., Liu, L. and Bi, C.Q., 2022. Influencer Marketing and Commercialization of Social
Media Platforms: How Do Consumers React to Blurred-boundary Advertisements?.
Svaboe, G.B.A., Tørset, T. and Lohne, J., Recruitment Strategies in App-Based Travel Surveys:
Methodological Explorations. Available at SSRN 3988501.
Morris, J., 2021. The Introduction of Staff Appraisal to a Newly Amalgamated School. In
Appraising Teachers in Schools (pp. 121-136). Routledge.
Martinez, M., 2019. Personalization turns learning into a journey. The Learning Professional,
40(4), pp.9-12.