Recruitment Documents: Person Specification, Job Description, Job Advertisement, Recruitment Strategy, Staff Development Plan

This report covers the portfolio of recruitment documents including person specification, job description, job advertisement, recruitment strategy, and staff development plan for new starters. It explains the importance of each document and provides insights into the best practices for recruitment and staff development.

Recruitment
Documents
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Table of Contents
INTRODUCTION…………………………………………………………………………..3
MAIN BODY
Person specification and Job description for travel business consultant…………………..3
Job advertisement to support in terms of recruiting the business travel consultant………...5
Design a plan to recruit best candidate through recruitment strategy………………………..5
Three month staff development plan for the new starter…………………………………….7
Conclusion…………………………………………………………………………………….7
References………………………………………………………………………………………9
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INTRODUCTION
Recruitment documents refers to those documents which are required at the
organizational level. These documents contain records in written format. It basically includes
permanent records like recruitment-related documents, employment contracts such as Resumes,
Job Descriptions, background checks, company policies etc(Zahren and et.al., 2021). These
documents used by a business in order to decide whether applicant match with the requirements
of the person specification. The present report will cover discussion about portfolio of documents
which includes person specification and Job description for travel business consultant. In
addition to this, the report will cover analysis about job advertisement for recruitment of business
travel consultant. Moreover the report will cover discussion about the plan of obtaining best
candidate for recruitment strategy and also about staff development plan of three-month for the
new starter.
MAIN BODY
Person specification and Job description for travel business consultant
Job Description: It is basically written narrative document which describes about other related
duties, general tasks responsibilities of a position(Grape and et.al., 2018). It also details about the
qualifications and skills that an individual apply for the jobs needed to possess.
JOB SPECIFICATION
Position: Business Travel Consultant
Qualification:
 Travel and tourism diploma
 Hospitality business Bachelor’s degree or related fields.
Experience:
 Travel agent prior experience
 Prior experience as avid traveler act as bonus.
Skills:
 Software like MS office and Computer skills
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 Multilingualism act as an advantage
 People skills and excellent communication
 Sales skills and efficient negotiation
Responsibilities:
 Determining about suitable travel packages and client needs
 Organising travels from initial to end which includes accommodation, tickets and
transportation
 Provide travelers with relevant information and travel holiday materials
 Means of travel such as customs, weather cconditions and also suggest suitable packages
 Balances and collect deposits
 Prepare promotional materials and also use promotional tecchniques
 For maintaining familiarity with tourism trends attend the conferences
 Update and create electronic record of clients
Person specification
PERSON SPECIFICATION
Essential requirements:
 High school diploma or GED and a college degree in business, hospitality or a
foreign language
 Strong knowledge of software and procedures at travelling level
 Travel agent certificate program which are of two to six months
Desired requirements:
 Should be highly organised in terms of work and whatever an individual do at
professional level
 Should have good administration skills
 Should have quality of being internet savvy
Job advertisement to support in terms of recruiting the business travel consultant
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Job advertisement is the best way to recruit individual at organisational level. Advertising of
recruitment also known as recruitment agency and recruitment communication(Andrei, M. P.,
2016). It includes all the type of communication in order to attract talent at workplace which is
used by an organisation. The first impression of a company for many job seekers is the
recruitment advertisement.
JOB ADVERTISEMENT
We’re Hiring!!
For the position of “Business Travel
Consultant”
You are extremely invited to our job fair.
Monday, January 17
12:30 – 2:30 PM and 3:30 – 5:30 PM
Venue: Barclays PLC, London
*Valid only for same day.
Design a plan to recruit best candidate through recruitment strategy
There are certain steps which needs to be followed for designing a plan to recruit best
candidate and it is defined into the following manner:
Determine the recruitment goals: A plan for recruitment is basically based on the business
goals. Once the recruitment goals are determined then it is easier to strategise the
recruitment(Sultana, N., 2018). There are some recruitment goals which include attracting higher
standard of candidate, attract that candidate who has those skills which no one has in your
organization and promote the company in dynamic way where people wish to work.
Review job descriptions: Since the last person was hired, it is necessary to review the job
description which needs to be changed. It is necessary to make sure that description should
include all components of job.
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Consider people finding strategies: It is important to make good relationship with people so
that an organization can recruit the best candidate( Hansen and et.al., 2015). Friends and
acquaintances are the best way or resource to recruit people in the best manner.
Use alternative labour pools: It is not necessary that the right candidate has always been pooled
out from pool of applicants.
Appreciate the perception of the workplace from the outside: To stand out differently into
the market it is important to offer something different from their competitors. It is necessary that
an organization has to make an image from the outside so that people get attracted towards the
organization to work into that place.
Keep a short list: When job ads are posted then it is important to be clear about the selection
criteria. Short listing is the initial step through which in identifying the candidates who display
about selection criteria and skills an organization is looking for. It is important to notify short-
listed candidates for time and interview date as soon as possible. It’s the best idea some
applicants on the reserve list in the case when some of the short candidates are unavailable.
Hone the interviewing technique: It is necessary to develop job-related questions before
interviewing so that there are no awkward pauses at the time of interview and the individual can
remain in charge of the interview.
Check thoroughly before making the job offer: It is important to conduct reference checks and
schedule the background checks. It is also necessary to determine the salary offer which is based
on the market, qualifications and internal comparisons.
Follow through after the candidate has accepted: It is necessary to be sure about to make
arrangements for the candidate’s start date well ahead of time(Song and et.al., 2016). An
organization has to notify on the online or offline basis that the position has been filled out.
In this way, with the right recruitment plan it is important to be better in position to hire the best
people for the company. Only a proper recruitment plan ca help in terms of recruiting a right
candidate for the organisation.
Three month staff development plan for the new starter
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A staff development plan also known as employee growth plan. It is process for helping
individuals in order to improve skills for their current job and acquire skills and knowledge for
responsibilities and role in an organization (Schreiweis and et.al., 2021). This staff development
plan help in terms of improving the confidence level and experience of employees at
organizational level.
Skills Activities
required for
developing
skills
Resources/Sources
required for
developing skills
Measurement
parameters for
the skills
developed
Time Frame
Communication
Skills
Interact with
more number of
people
Feedback from
seniors and team
members
Successful
presentation of
idea to the team
members
Two Months
Decision Making
Deal with
challenging
projects and
participate it
into innovative
manner
Guidance from
Manager and
seniors help in
terms of
developing this
skill
Successful
execution of
projects One Month
Multi-tasking
skills
Handing of
different kinds
of proects
Support from line
Managers
Achievement of
goal within short
period of time
Two Months
IT Skills
Practice sessions
for employees
Support of internet
and collaboration
with technical team
Successful
execution of task
into technical
manner
Three Months
Conclusion
The above stated report concludes that recruitment documents play a very important role
at organizational level. It has been concluded that job description is the best way to explain about
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job roles and responsibilities. Job description also explain about skills and qualification of an
individual at organizational level. It has been determined that person specification is also very
important from the professional context. It has been analyzed that job advertisement is also the
best way to attract talented individuals which can fit according to the organizational
requirements. Ob advertisement is also the strong parameter to spread information about the
company’s vacancies and desired information as well. It has been concluded that to plan a
recruitment strategy in order to attract the best candidate for an organization. There are certain
steps which needs to be followed by an organization so that they can properly plan the
recruitment strategy for fulfilling the position of the company. For development of staff or
employees it is important that to develop certain skills for a particular period of time. There are
certain sills which an individual should possess in order to stand strongly at professional level.
So for entering in an organization it is important to have authentic documents and right
information in it so that an individual can grow into positive manner on their own pace.
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REFERENCES
Books and Journals
Zahren and et.al., 2021. Clinical trials site recruitment optimisation: Guidance from Clinical
Trials: Impact and Quality. Clinical Trials, p.17407745211015924.
Grape and et.al., 2018. Recruitment and retention strategies for an urban adolescent study:
lessons learned from a multi-center study of community-based asthma self-management
intervention for adolescents. Journal of adolescence, 65, pp.123-132.
Andrei, M. P., 2016. Priestly Dynasties: Recruitment Pools for the Greek-Catholic Clerical Elite.
Case Study: The Dioceses of Oradea and Gherla (1853-1918). Anuarul Institutului de Istorie»
George Bariţiu «-Series HISTORICA-Supliment, 55(LV/Sup), pp.87-104.
Sultana, N., 2018. Recruitment & selection Process of Transcom Electronics Limited.
Hansen and et.al., 2015. Some Questions of Recruitment and Retention from Auckland's South
West. University of Auckland, Faculty of Education.
Song and et.al., 2016. Progranulin plays a central role in host defense during sepsis by promoting
macrophage recruitment. American journal of respiratory and critical care medicine, 194(10),
pp.1219-1232.
Schreiweis and et.al., 2021. Applicability of Different Electronic Record Types for Use in
Patient Recruitment Support Systems: Comparative Analysis. JMIR Formative Research, 5(9),
p.e13790.
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