Recruitment Strategy for Business Travel Consultant - Desklib
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Added on  2023/06/10
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This article provides a job description, person specification, job advert, and staff development plan for the Business Travel Consultant position. It also explains the rationale behind the choices made in the design of these materials and outlines a recruitment strategy for obtaining the best candidate.
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TABLE OF CONTENTS TABLE OF CONTENTS................................................................................................................2 A job description and person specification for Business Travel Consultant...............................3 A job advert to help in recruiting Business Travel Consultant....................................................4 A plan outlining recruitment strategy for obtaining the best candidate.......................................4 A three month staff development plan for the starter or new employee.....................................4 Rationale for all the choices that have been made in the design of the above materials.............5 REFERENCES................................................................................................................................9
A job description and person specification for Business Travel Consultant BUSINESS TRAVEL CONSULTANT JOB DESCRIPTION Job title :Travel Consultant Department :BUNI travels Report to :HR manager Our company is looking for an enthusiastic Travel Consultant who can promote and make travelling arrangements for the clients(individuals as well as businesses). Your contribution will help us acquire a dedicated and expanding clientele and enhance their satisfaction. Responsibilities Research various destinations and the related prices, language, weather conditions, customs, currency, etc. Diagnose the clients’ requirements and specifications to help them identify and suggest their ideal package. Provide end-to-end services from booking the tickets and accommodation,creating itinerary and providing transportation. Prepare promotional materials and handle promotions to sell packages. Maintain good relations with customers and other key personnel. Qualification and Requirements Bachelor’s degree in hospitality industry, travel and tourism or such relevant fields. Complete knowledge of travelling software. Good communication skills and proficiency in English. Relevant work experience as travel consultant for at least 2 years. A job advert to help in recruiting Business Travel Consultant WE ARE NOW HIRING!
BUSINESS TRAVEL CONSULTANT Qualifications Bachelor’s degree in travel and tourism or hospitality industry 2+ years experience as travel consultant Excellent communication skills Knowledge of computer and required software Responsibilities Attending customers and planning their required packages. Researchingtoobtaininformationonvariousdestinationslikeprices,currency, weather, etc. Organize travels for customers from beginning to end by booking tickets, making reservations in hotels, securing transportations, etc. Send you resume to bu**tra****.com Or visit us at our office. A plan outlining recruitment strategy for obtaining the best candidate We plan to use social media as our biggest marketing tool as it is one of the most fantastic sources of marketing. We might also use sponsored jobs to stand out from the other thousand jobs posted. Also, compelling job descriptions will be created to grab maximum attraction. We are also planning to check resumes posted online on various sites that match with our requirements. We will also implement an employee referral programme to make the best use of our employees’ network. Incentives in the form of contests and bonuses will also be given to the employees to create excitement and encourage them to refer the best talent to the company. A three month staff development plan for the starter or new employee Professional development plan for the new travel consultant Learning and development needed Type of developmentTimeline Gain additionalThe employee wouldWithin 2 months
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knowledge and skills in travelling software and other technical skills attendcourseor workshopsand partner with peer staff tolearnallthe functionsofthe software. Learning basics of a fewotherrequired languages other than English Theemployeecan researchandlearn throughbooksor internet or can attend course classes. Within 3 months Customer handlingTheemployeecan learnhowto effectivelyhandle customersbyjob shadowingand through coaching and mentoringby manager. Byendofthefirst month Rationale for all the choices that have been made in the design of the above materials Recruitment process in an integral part and step of running a business and making it successful. Effective recruitment helps to obtain candidates who can help the company to achieve its goal by hiring potential employees. Creatingandmaintainproperdocumentslikejobdescription,personspecification,job advertisements, etc. helps in making the recruitment process more effective and organized. An effective and compelling job description and person specification will help the company to grab maximum attraction from potential candidates(Hamza and et.al., 2021.). As all the necessary details and requirements have been clearly stated in these documents, the candidates will be clear of what the company is expecting from the employee to be selected and what the candidate can expect from the company. A job description also helps the company to
accurately identify what it is looking for in the candidates and will make it easier for us as recruiters to analyse and compare the requirements of the job with the skills of the candidates who have applied. This will also help us in choosing the candidates that seem okay for the interviews. A few important tips that we kept in mind while preparing the job description are that the titles were as specific as possible, the description was opened with a captivating summary, all the essential including core responsibilities, day-to-day activities, soft as well as hard skills, etc. were clearly written and the company’s culture and values are also highlighted. All these tips helped us in drafting an effective job description(Benedict and et.al., 2019). These documents will also help in the interviewing and also the final selection process as the skills of the selected candidate should match with the skills and requirements stated in these documents. A job advertisement that is well and precisely written will help the people and potential candidates understand the post with ease and clearly. A well written and designed job advert is also useful in grabbing the attention of people. An effective designing of our company’s advert will also help it to stand out from the rest of the thousands of advertisements. As our advert also had clear instructions about how and where to send the resume and contact the designated person to apply for the job. Using Social media for advertisements has always given a fantastic result as everybody these days is active on social media. Hence, this time also we have been posting the job vacancy advertisements on various social media platforms to cover a wider audience and make more people aware about the vacancy(Gupta, Fernandes and Jain, 2018). It also encourages a two- way communication and the people who look at ads tell others about it too. Hence, it covers a large network. Also, the photos and videos of various events shared on the company’s social media will give glimpse of the company’s culture to the potential applicants. As the companies have been targeting millenniums as prospective employees, recruiting from social media is becoming increasingly popular, we intend to do the same and find potential employees. The employee referral program will help to connect with the best talent known by the company’semployees.Aspeoplesurroundthemselveswithpeopleoftheirleveland professional capabilities, the employees may be in contact with other qualified people who are suitable for the job role. Though they might already be sharing the open roles with their contacts, a well organised and developed employee referral program will encourage the
employees to be more eager to refer more people. The incentives provided to them in terms of bonuses and contests that create excitement will also encourage them more(Sun, Fan and Tan, 2020). This will help the company to get more suitable candidates to select from. The use of sponsored jobs made our advertisements stand out from the rest as thousands of jobs are posted every day which can decrease the visibility of our company’s job listings. The paid listings appear more and won’t fall back like free job listings, this results in more high- quality and suitable applicants. Millions of resumes are hosted on various sites from job seekers for almost all the industries and locations. Through these websites, it is very easy for employers to quickly find candidates by entering their specifications or requirements like job title, city, skill, etc. This helps to narrow down the search results to the desired criteria like education level, work experience, skills, location, etc. We also set up resume alerts to get notifications when a resume that matches our requirements is posted. This will also help us to get more candidates that could match our requirements. We also keep the records of past employees and candidates that were talented but could not be selected due to various reasons. While recruiting for a similar position, we consider looking again at the resumes of past applicants. These already talented candidates might also have upgraded their skills. Re-visiting these resumes helps us to find more candidates that could fit the position.We are also planning to invest in applicant tracking system which is a software tool that helps in process of posting jobs, sorting and finding potential candidates. All this is donebyanautomatedprocesswherejobsarepostedonmultiplesitesonone-click, applications are sorted and interviews are scheduled. A structured interview is set up in our company wherein the recruiters ask and question about all the relevant information and details to analyse clearly if they are suitable for the job role or not. This makes the company gauge the capabilities of all the candidates which makes it easier for us to select the best one. Having a probation period also helps to understand the practical capabilities of the employees. A well structured interview minimizes the risk of hiring unqualified, unsuitable or undeserving candidates that further reduces the burden of conducting the recruitment process and interviews all over again. This will not only save the time and money of the company but will also save extra efforts of recruiting again as ineffective employees generally tend to lead to turnovers and inefficient work.
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We followed the SMART goal setting framework for defining our recruitment goals. This goal setting framework means- Specific, which means the recruitment goals are defined clearly ; Measurable, which means special KPIs are decided to measure the goal over time ; Achievable, which means making sure that we have the required resources to accomplish the goal ; Realistic, which means the goal must be realistic is a way that it is in alignment with the other objectives of our business ; Time-based, which means a set time is decided by which the goal should be accomplished. The professional development plan will help the employee to upgrade his skills and gain all the required knowledge and required learning. The skills that have to be worked on as well as skills that need to be enhanced will be focused on and the ways to do it like by coaching, self development or courses(Koch, Gerber and De Klerk, 2018). The time period set for this is three months and hence we only focus on the three month development plan for the skills that are to be developed in the initial three months of the joining. All these things can be seen as effective reasons for the choices we have made for our recruitmentprocessanddesigningoftheabovematerialslikejobdescription,person specification, job advertisement. The recruitment strategy selected is a combination of various approaches that can be used for effective recruitment like social media recruitment, sponsored jobs, designing compelling job description and person specification. A well designed job advert that is posted on various sources will enable to gather attraction of wide network that would help our company to obtain many more candidates. This will in turn make it easy to select the most suitable and qualified employee that matches with our company’s requirements. The development plan that is set up for three months will help the employee to enhance his skills so that he could perform efficiently right from the beginning and be productive to the company. This way our company makes sure that the right employee is selected and he serves to the fullest to help the company achieve its objectives and handle the customers and other key personnel better and keeps the customers satisfied.
REFERENCES Books and Journals Benedict,C.andet.al.,2019.Recruitmentviasocialmedia:advantagesandpotential biases.Digital health.5. p.2055207619867223. Gupta,P.,Fernandes,S.F.andJain,M.,2018.Automationinrecruitment:anew frontier.Journal of Information Technology Teaching Cases.8(2). pp.118-125. Hamza,P.A.andet.al.,2021.RecruitmentandSelection:TheRelationshipbetween Recruitment and Selection with Organizational Performance.International Journal of Engineering, Business and Management.5(3). pp.1-13. Koch, T., Gerber, C. and De Klerk, J. J., 2018. The impact of social media on recruitment: Are you LinkedIn?.SA Journal of Human Resource Management.16(1). pp.1-14. Sun, H., Fan, M. and Tan, Y., 2020. An empirical analysis of seller advertising strategies in an online marketplace.Information Systems Research.31(1). pp.37-56.