Recruitment Documents for Business Travel Consultant | Desklib

This document provides recruitment documents for Business Travel Consultant including job description, person specification, job advert, recruitment strategy, and staff development plan. It also includes the rationale for the choices made in the design of the above materials. The subject is BSc (Hons) Business Management and the course code is BMP4006 People and Performance. The document is relevant for Semester 2.

BSc (Hons) Business Management
BMP4006 People and Performance
Assessment 2
Recruitment Documents
Semester 2
Submitted by:
Name:
ID:
0

Contents
A job description and person specification for the
Business Travel consultant 3
A job advert to help you in recruiting the Business Travel
consultant 5
A plan outlining your recruitment strategy for obtaining the
best candidate 6
A three-month staff development plan for the new starter
6
Rationale for all the choices that have been made in the
design of the above materials (1500 words) 7
References 10
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2

A job description and person specification for the Business Travel
consultant
JOB DESCRIPTION
Crystal travel
Job brief
A passionate traveller is what we're searching for in a travel consultant. One will be in
charge of soliciting and making travel preparations for customers (persons or industries).
The objective is to raise approval and amass a growing, devoted clientele.
Responsibility
 Examine a variety of locations and transportation options with reference to costs,
traditions, climatic conditions, reviews, etc.
 Analyze the needs and preferences of the clients to make appropriate travel package
or service suggestions.
 Travel arrangements should be made beginning to end, including lodging and ticket
purchases as well as rental car arrangements.
Requirements and skills
 Proven experiences working as a Travel Consultant
 Outstanding software travel knowledge (GDS systems, computer reservations
systems, and e-travel)
 Expertise in English; understanding of extra languages is a benefit
 Excellent sales abilities and a focus on the needs of the customer.
Crystal travel agency
*******
London, UK
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[e-mail]
PERSON SPECIFICATION
Category Essential Desirable
Skills and knowledge  Outstanding
communication
and
interpersonal
capabilities
 Outstanding
organisational
abilities.
 Excellent
negotiating
abilities
 Excellent IT
abilities
 Strong
analytical and
mathematical
skills
 the capacity to
inspire and
foster
cooperation
within the place
of work.
 Understanding
of them operator
travel market.
Qualification Possess a degree or the
equivalent education in
the relevant discipline
Experience  Knowledge of
the work
environment the
setting for
tourism.
 Working
knowledge of
 Working
knowledge of
tour operators
 A
comprehension
of marketing
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Microsoft Office
suites.
resources
Disposition  Ability to take
initiative and
collaborate with
others
 Having the
capacity to take
the reins when
necessary.
Possesses the ability to
spend time far from
home and loves to
travel.
Special requirements Able to work extra
hours as necessary.
A job advert to help you in recruiting the Business Travel consultant
Job advertisement
Crystal Travel
Responsibility
 Maintain connections with important people
 Keep records and financial statements.
 Obtain the desired level of sales and profit
 To sell itinerary tour packages, provide promotional materials and use marketing
strategies.
Skills and knowledge
 Effective communication, persuasion, and presentation skills
 shown crisis management skills
 a degree in business, tourism, hospitality, or a related discipline
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 Personal travel experience among applicants would be preferred.
Crystal Travel Agency
*******’
**, London, UK
[e-mail]
A plan outlining your recruitment strategy for obtaining the best candidate
An efficient recruiting strategy reduces the expense of acquiring new employees
while luring the top candidates for the company. The following are some of the trends in
hiring that we'll examine in this article:
 Establishing and leveraging the corporate brand
 Improving job advertisements by include intriguing job descriptions.
 Using techniques that priorities diversity, equity, and inclusion;
 treating candidates like clients
 conducting successful interviews
 utilizing specialty job boards
 expanding your social media following
 implementing video recruitment campaigns.
 Contacting previous qualified candidates
 Contacting former workers
A three-month staff development plan for the new starter
Three-month staff development plan
Employee name- **
Date- 24-04-22
Current title- Business travel consultant
Current strength-  Communication
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 Knowledge about tourism
 Degree in travel and tourism
Development needs-  Technology
 Travelling packages
 Software
Professional goals- To become travel consultant
Step1- Provide necessary platform to embrace the
knowledge and source to learn the
technology related to travelling.
Step2- Take feedbacks from senior and collogues
Step3- Take feedbacks from employee themselves
Step4- Monitor and implication
Rationale for all the choices that have been made in the design of the above
materials
A job description is a practical document that explains the responsibilities, tasks, and
objectives of a position in plain terms. It specifies who is in charge of carrying out a specific
kind of work, how that work is to be completed, how frequently that work is necessary, and
how that work relates to the mission and goals of the firm. A written account of the primary
duties and obligations of a position is known as a job description, or JD. Job descriptions are
particularly useful because they: Provide a clear understanding of the duties and requirements
of a particular role. Management can utilize this data to more precisely estimate the actions
required to achieve organisational goals in addition to individuals interested in the role. The
job description is the most important piece of information a candidate gets about a job ad. It
offers all the important and relevant details about a job. The job description document
includes credentials, tasks, responsibilities, and other information that gives a clear picture of
what is expected of the particular function. This information can be used to decide whether a
job is relevant or not. It gives an applicant the chance to adequately get ready for a job
interview. It also helps businesses identify all the skills essential for the ideal candidate.
To be considered for the post, a candidate must fulfil the criteria outlined in the
person specification, also referred to as the selection criteria. The specification, which is the
initial step in the hiring process, should be based on the job description. To be considered for
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the post, a candidate must fulfil the criteria outlined in the person specification, also referred
to as the selection criteria. The specification, which is the initial step in the hiring process,
should be based on the job description. One will base their decisions during the shortlisting,
presentation/test, and interview stages on the needs of the individual. Interview questions and
selection tests should also be derived from the person specification in order to learn more
about applicants in connection to the criteria. Additionally, make reference to the applicant
requirements when crafting your job advertisement.
A job advertisement is a text that provides information about open positions and
requirements for applicants. They draw candidates by outlining the advantages of the position
and the qualities they want in applicants. The ideal prospects will be targeted and drawn to
the job advertisement while all other candidates will be sent away. Consequently, save both
time and money! An open position is announced in a job advertisement. The main goal of a
job advertisement is to inform potential candidates about a new opportunity and persuade
them to submit an application. It is written in an alluring tone and contains information on the
job opportunity, the company, and the benefits it offers. Today, job seekers use social
networks and job portals to browse and apply for employment. Organisation must use the
best channels feasible to reach out to potential prospects who the company wants to hire in
order to present their job openings to them. They are able to reach more job searchers by
increasing the visibility of their job advertising by posting positions on well-known sites.
Aside from attracting potential employees, a corporation should advertise its open positions
to reach a wider audience. Job seekers will be able to recognize your organization's values if
you make sure to convey your corporate culture in the job posting.
A recruiting strategy should be used to successfully find, attract, and hire the best
individuals for the company's open roles. These are some basic guiding ideas that can help
your company locate the job seekers they need to hire. A recruitment strategy is a thorough
hiring plan that specifies the jobs the organisation hopes to fill, the times and places where
job vacancies will be posted, and the evaluation procedures that will be used to select the
most qualified applicants. The hiring strategy aids in developing a unique position on the
labor market. Every company wants to hire the best talent; therefore, they are not in a special
position. Most job searchers favor the businesses that interest them. The complex hiring
process is part of the talent war. The company with a well-defined recruitment strategy has
the upper hand. The business is aware of the key pipelines that send job candidates to the
company. The priciest external service is the recruitment. Large sums of money are
frequently spent by corporations to find and hire top personnel. They must rely on
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professional recruitment firms to provide the applicants because they lack a clear
understanding of their position on the labor market. The hiring budget is carefully distributed
to the employment sources that will provide the organisation with long-term, sustainable
benefits.
Employees and line managers both actively use the action plans in employee
development plans as working materials. They make sure the worker is improving personally,
enhancing their capacity to contribute more at work, retaining their best talent, and achieving
the objectives of the company. To support career advancement and continuous improvement,
a staff member's goals, requisite skill and competency development, and objectives must all
be incorporated in a professional development plan. The practice of defining measurable
goals to progress a worker's career is known as development planning. This includes
outlining the steps to take and the time frame within which to complete a goal. In order to
document employees' professional and personal goals, managers work with them.
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REFERENCES
Bashar, A., Hasin, A.A. and Jahangir, N., 2020. Linkage between TPM, people management
and organizational performance. Journal of Quality in Maintenance Engineering.
Bradley, K. ed., 2019. Human Resource Management: People and Performance. Routledge.
Brosowsky, N.P. and et. al., 2020. Mind wandering, motivation, and task performance over
time: Evidence that motivation insulates people from the negative effects of mind
wandering. Psychology of Consciousness: Theory, Research, and Practice.
James, O. and et. al., 2020. Behavioral public performance: How people make sense of
government metrics. Cambridge University Press.
Langeskov-Christensen, M. and et. al., 2021. Efficacy of high-intensity aerobic exercise on
cognitive performance in people with multiple sclerosis: A randomized controlled
trial. Multiple Sclerosis Journal, 27(10), pp.1585-1596.
Wang, P. and et. al., 2021. Good performance of the global leadership initiative on
malnutrition criteria for diagnosing and classifying malnutrition in people with
esophageal cancer undergoing esophagectomy. Nutrition, 91, p.111420.
Yuan, F. and et. al., 2021. Internet of people enabled framework for evaluating performance
loss and resilience of urban critical infrastructures. Safety science, 134, p.105079.
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