Recruitment Documents for Business Travel Consultant | Desklib

This document includes recruitment documents for Business Travel Consultant including job description, person specification, job advert, recruitment strategy and staff development plan. It also explains the importance of job description, job advertisement, recruitment strategies and staff development plan in the recruitment process. The document is relevant for Business Management course (BMP4006) under People and Performance subject.

Business Management
BMP4006
People and Performance
Recruitment documents
2019/2020
Semester 2
Submitted by:
Name:
ID:
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Contents
A job description and person specification for the
Business Travel consultant p
A job advert to help you in recruiting the Business Travel
consultant p
A plan outlining your recruitment strategy for obtaining the
best candidate p
A three-month staff development plan for the new starter
p
Rationale for all the choices that have been made in the
design of the above materials (1500 words) p
References p
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A job description and person specification for the
Business Travel consultant
A job description refers to a useful tool that contains the duties of a person
related to the specific job post and also explains the functions and tasks which
should be performed by the candidate. An individual gets full details related to the
job profile such as how to perform, how the work is completed etc. It also consists
information related to location of the job, requirements of the job and other
necessary information (Bradley, 2019). Whereas personal specification is a
document which consists the personal skills and other required information and an
organization check all this information in order to recruit a suitable candidate for the
specific job role. Personal specification is associated with the job description to
check whether the person matches the requirement of the job or not. It includes
different skills, knowledge and experience etc. different issues such as prejudicing,
biases and personal interest etc. can be removed by this recruitment process (Ariska
and Yustanti, 2021). This process helps the HR department of an organization to
select the best person suitable for job profile from the group of candidates.
JOB DESCRIPTION : -
CRYSTAL TRAVELS
TRAVEL CONSULTANT
JOB BRIEF : -
The company is looking for an outstanding travel consultant who have the proper
experience as well knowledge of travel. The main aim of the travel consultant is
to promote travel agency and take booking according to the customer's needs
and requirements.
RESPONSIBILTIES : -
 Modify and make suitable travel packages according to the requirements
and preference
 Responsible for exploring new and trending travel locations.
 Suggest suitable travel package to customers as per the requirements.
 Performing research related to different travel locations.
 Making of different strategies in order to promote the firm sales.
EXPERIENCES : -
 Candidate should have an experience of at least one year in the related
field.
QUALIFICATION : -
 Professional degree in the field of travel and tourism from well recognized
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university.
 Professional certificate in computer and suitable experience for it.
SKILLS : -
 English speaking with fluency and other languages.
 Convincing skills to sell travel packages to customers.
 Basic computer knowledge and familiar with software.
 Passionate about travel and tourism.
Person specification
ESSENTIAL DESIRABLE
SKILLS It is essential to be fluent in
English and should have
strong interpersonal skills
with strong negotiation skills.
Excellent decision making skills
with ability to convince people to
buy products.
KNOWLEDGE Candidate should have the
needed knowledge of
different computer software
and basic MS Office and
Excel knowledge.
Proper experience and
knowledge about the different
tourist attractions and places and
should be passionate about travel
to distinct places..
EXPERIENCE Personal travelling
experience to different
locations.
Must have experience of one year
or more in the field of travel
consultancy.
ATTITUDE Kind, politeness, conceivable Customer centric attitude
A job advert to help you in recruiting the Business Travel
consultant
The most effective and important method of hiring people is job advertisement
by the organisations. A job advertisement refers to an information in a textual format
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that tells about job vacancies and details about that. Activities related to job
advertisement is the resposibility of recruitment agencies. The job advertisement
should be designed in order to attract people with proper and correct details also
mentioning what a company is looking in that candidate to evaluate that they are
good for job role or not for that job role in a particular organisation. Advertisement of
job designed in a way to leave a strong impression in the mind of job seekers.
(James and et. al., 2020).
JOB Advertisement
For the post of business travel consultant, the Aston Matrin travel is going to
hire the potential and talented candidates. The location of the job will be in
London.
 Firm Name: - ASTON Martin
 LOCATION: - London.
 INDUSTRY: -Car manufacturing
 JOB ROLE and POSITION: -HR manager.
 QUALIFICATIONS: - Professional degree in the field of trave and tourism.
 EXPERIENCE: - One year or more in the field of travel and tourism
consultancy.
 SKILLS: - Strong interpersonal skills with outstanding communication skills
and strong interpersonal skills.
 PAY SCALE: - $18000 P.M excluding incentives.
 LEAVES: - 28 in a year
Suitable and interested candidates can send their Resume at
CRYSTALTRAVEL @gmail.com
Regards,
CRYSTAL TRAVELS.
A plan outlining your recruitment strategy for obtaining the
best candidate
Every organization have their own different recruitment strategy varies from
post to post which helps the company to find out the suitable and best candidate for
the specific job profile (Pliner and et. al., 2021). It is important for an organization to
have a plan for recruiting candidates to evaluate the skills and attitude and
capabilities of a person . In the case of CRYSTAL TRAVEL, the company is going to
use social media platforms to fulfill the vacant post of travel consultant with a suitable
candidate. This method will target a large number of audience and encourage the
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two way communications between both parties. Nowadays almost every person is on
social media which is a great benefit for the company to reach out to larger audience
and shortlist the best candidates. Company should add the videos and work
environment as it will help the company to attract more customers who are serious
for the job. By using the social media platform to advertisement of their vacant post
of travel consultant, company can avail the benefit of increased awareness among
the interested candidates. There are mainly two types of buisiness strategy that a
company can use to recruit candidates. These strategies are briefly discussed below
-
Internal recruitment process – This process refers to fill the vacant job position
through promoting employees of the same company. It helps company to save a lot
of time and there is minimum cost which a company have to incur in order to fill that
place (Kuhn, Shen and Zhang, 2020). But the main drawback of this process is
company have limited options to recruit the employee which stops company to hire
new and more efficient candidate. Some of the examples of this process are -
Promotion – It is defined as raising an existing employee to an higher position to fill
that vacant post or due to any other reason. It helps in motivating the employees of
the same organisation to work hard and efficiently to grow in life. This directly affects
the growth and development of an individual working in a company.
Campus recruitment – It refers to recruiting or hiring the young students or young
talent at entry level positions and internship programmes. Companies have generally
tie ups with the colleges to meet persons physically to interview them and select
suitable candidates. It is also beneficial for the students also and they prepare for
that with full dedication.
External recruitment process – This process refers to fulfilling the vacont job
positions with by recruiting the candidates from external market. It allows a company
to choose from a wide variety of candidates and helps them to hire the most efficient
and suitable candidate among them. The another main advantage of this process of
recruitment is that it allows a company to hire a fresh ind which results in producing
new and innocvative ideas which helps in achieving the goals more efficiently.
Job boards – In this method of recruitment companies post the job along with the
full description and skills and qualities which are required to perform that job. After
that job boards will organize candidates which have applied for that job for that
company. It is one of the most easy and convenient method for hiring the
employees.
Referrals - Another best way of recruiting employees is through the referrals of the
companies contacts. Companies keep in touch with the past as well as current
employees in order to get the referrals of the suitable candidates from them.
A three-month staff development plan for the new starter
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Employee Name: ABC
Date: 16 – September – 2022
Current Title: Business Travel Consultant
Current Strength: Excellent English speaking and
communication skills with good
interpersonal skills and a suitable
degree in tourism.
Development Needs: Gain knowledge of different locations
and attractions and their cost of travel,
climate conditions and many travel
related things.
Professional Goals: Professional consultant
Step 1: Perform research on the different
trending and attractive travelling places
and to research about the travelling
expenses, staying cost along with
weather condition. Also to gain
knowledge of different software used by
travel consultants like Lemax to
improve the experience of clients while
booking.
Step 2: To take feedback about their
experience from the travellers.
Step 3: To evaluate the performance of the
staff and setting objectives and goals
for them to achieve and track their
goals and modify things if required.
Step 4: Evaluate the real time performance of
the staff with the help of setting targets.
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Rationale for all the choices that have been made in the
design of the above materials (1500 words)
Job description is an essential document to frame for the hiring of Travel
consultant for the CRYSTAL travel company. Effective and concise job description
includes specific description of job roles and responsibilities that are required to be
fulfilled for working as a Travel consultant. Job description is considered important
because it assist job seeker in matching its skills, knowledge, and experience as per
the requirement of CRYSTAL travels (Qin, W. and et. al., 2019). HR managers
receives applications as per the required profile in job description making it easier for
HR managers to recruit the best fit candidate for the profile. Apart, Job Description
act as foundation of interview that a manager conducts to find the candidate. Job
description not only helps human resources department to conduct hiring process
efficiently but also it aids organization in bringing overall productivity and efficiency
and lowering down the hiring cost for CRYSTAL company. Individuals applying for
the position matches their skill sets and required educational criteria and identify
whether they are eligible for the position or not. This also helps individuals in saving
their time rather than applying randomly for the jobs without prior knowledge of exact
requirements made by Crystal company related to specific job role of Travel
consultant. In many organizations, it is the duty of the HR department to prepare the
job description with reference to the requirements of the job profile and it supports
them to recruit the suitable candidate (Spychała and et. al., 2019).
Job advertisement plays an important role in recruiting the different persons for the
desired job role in an organization. It is important for a company to post job openings
on various job boards to tell people about the vacant job position and it also helps in
targeting a large pool of the candidates (Daqar, Smoudy and Constantinovits, 2019).
Another main benefit of the job advertisement is that a company can reach out to
large area or different geographical areas and this helps in bringing out the more
qualified and efficient talent with a great variety of choices. Person from different
cities as well as different parts of the world came to know about that job opening
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which maximizes the reach of the company. By openly mentioning the brief
knowledge about the job role and required skills and qualities for performing that job
role, a company can filter the right candidates through job advertisement. By
reaching to larger area where many job seekers are present, it gives access to a
company to get more talented candidates for that specific job role. Apart from the
quality of talent it is also very convenient and make this process very smooth and
effective. On the other hand , it is also very cost efficient as most of the job boards
are free of cost which also reduces the cost of the company.
There are different processes of recruiting which includes internal and external
processes of recruiting. This process should be smooth and streamlined so every
staff member have their tools to perform their task in this process. Some of the
examples of internal recruitment process includes promotions, advertisements,
transfers, succession planning etc. On the other hand some of the examples of
external recruitment process are job boards, social media, referrals etc. A efficient
and effective recruitment process involves choosing the right person for the right job
at right time (Auvinen, 2021). It refers to step by step approach to hire talented
people in the organization. These recruitment processes varies from company to
company. Every organization have their own way of hiring candidates. Every
company has HR professionals who look over the recruiting process. As it is not
easy to find out the suitable person for the specific job role. It requires experience
and knowledge to recruit candidates. Human resource professionals applies different
strategies and problems to know the capabilities and skills of the particular
candidate.
Making a plan for the recruitment strategies helps an organization to select the best
candidates among the pool of candidates applied for the job. It is basically a pre
determined strategy for the recruiters and human resource professionals which is
implemented by them at the time of recruiting. It helps the company to maintain
efficiency in the organization. It is one of the first and more crucial step to build a
plan that can be changed and expanded according to the need and changing trends.
Another main function of building a plan is to maintain smoothness in the recruiting
process as well as getting best talent which helps the company to grow in near future
(Brooks, Greer and Morris, 2018). Different components of a strategic recruitment
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plan includes different perspectives such as professional development, goals, skills,
strength etc.
Personal specification is an important part of the job description. It make
easier to communicate desired as well as the essential skill which are required by
the candidates. This tells the recruiter about different things such as education, work
experience and many more things which are essential in a candidate to achieve
success in the near future. It mainly covers the work experience, qualification
required and experience in managing which assists the individual to achieve the
object or goals set by the company related to the relevant job role (Yuan and et. al.,
2021). The personal specification generally contains the knowledge, skills,
capabilities etc. which are required to perform the activities related to the job role in
the workplace. It is an essential part for Human Resource Managers to check
whether the candidate is suitable or not for the job role.
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References
Ariska, Y.I. and Yustanti, N.V., 2021. The Effectiveness Of Recruitment Of Civil
Services (Asn) In Increasing Performance Of Employees In The
Performance Section Of The Province Of Bengkulu. BIMA Journal
(Business, Management, & Accounting Journal), 2(2), pp.177-184.
Auvinen, M., 2021. Modelling online job advertisement performance (Master's
thesis).
Bradley, K. ed., 2019. Human Resource Management: People and Performance.
Routledge.
Brooks, N.G., Greer, T.H. and Morris, S.A., 2018. Information systems security job
advertisement analysis: Skills review and implications for information
systems curriculum. Journal of Education for Business, 93(5), pp.213-221.
Daqar, M.A.A., Smoudy, A.K. and Constantinovits, M., 2019. Employer Branding:
Creating a Sustainable Recruitment Plan in Large Corporates. Modern
Applied Science, 13(8), pp.1-9.
James, O. and et. al., 2020. Behavioral public performance: How people make
sense of government metrics. Cambridge University Press.
Kuhn, P., Shen, K. and Zhang, S., 2020. Gender-targeted job ads in the recruitment
process: Facts from a Chinese job board. Journal of Development
Economics, 147, p.102531.
Pliner, E.M. and et. al., 2021. Individual factors that influence task performance on a
stepladder in older people. Safety science, 136, p.105152.
Qin, W. and et. al., 2019, October. A novel scheme for recruitment text
categorization based on KNN algorithm. In International Conference on
Smart Computing and Communication (pp. 376-386). Springer, Cham.
Spychała, M. and et. al., 2019, May. Competency models as modern tools in the
recruitment process of employees. In European Conference on Intangibles
and Intellectual Capital (pp. 282-XIV). Academic Conferences International
Limited.
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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