Recruitment Documents: Business Travel Consultant & Staff Plan

This report provides an analysis of recruitment documents essential for hiring a Business Travel Consultant. It includes a detailed job description and person specification, a sample job advertisement, and a comprehensive recruitment strategy for obtaining the best candidate. Furthermore, the report outlines a three-month staff development plan designed to enhance the skills and knowledge of new business staff. The document emphasizes the importance of adapting these materials to meet the evolving needs of the organization. The report concludes by highlighting the necessity of maintaining accurate and up-to-date recruitment documents for effective organizational growth and employee development; Desklib provides a platform for students to access similar solved assignments.

Recruitment Documents

Table of Contents
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
A job description and person specification for the Business Travel consultant.........................4
A job advert to help you in recruiting the Business Travel consultant.......................................6
A plan outlining the recruitment strategy for obtaining the best candidate ...............................7
CONCLUSION ...............................................................................................................................9
REFERENCES..............................................................................................................................10
Appendix........................................................................................................................................11

INTRODUCTION
Recruitment documents are very important at the organisational level because without
them it becomes difficult for the individual to find an accurate job in this competitive market.
There are different kinds of recruitment documents which include resumes, job descriptions,
background checks and company policies as well(DeLisa., 2015). Recruitment documents not
only important from the organisational point of view but it is also important from the employees
point of view as well. The present report will cover analysis about the job description and person
specification for the business travel consultant. In addition to this , the report will cover
discussion about the job advertisement which help in terms of recruiting the business travel
consultant and also about the recruitment strategy for obtaining the best candidate. Moreover, the
report will cover discussion about the three month staff development plan for the new business
and also about the choices which have been made in the design of the above materials.
MAIN BODY
A job description and person specification for the Business Travel consultant
A job description includes a list of important duties and responsibilities of an individual
that must be performed for a given job description(Ahsan and et.al., 2015).A job description can
be helpful to save time and attract qualified candidates that can become the most profitable
employees in future.
Travel consultant job profile
Travel consultants are the people who are mainly involved in discussing and learning
about the tour and travelling requirements of the clients. They are mainly responsible for
guiding the customers about preferable tourism and travelling packages by identifying wants,
desires and capabilities of their clients.Travel consultants in BUNI travel aid customers with
travel planning to international or local destinations, transportation, fares/fees, insurance and in
tour accommodations.
Job description of Travel Consultant
BUNI Travels is looking for an enthusiastic and passionate travel consultant to be the
part of our auspicious team. People with passion and enthusiasm for travelling and who like
enhancing travel experiences of others this opportunity is for them.

Duties and responsibilities of Travel Consultant
 Building and maintaining positive relations with customers
 Attending conferences, webinars and other educational programs for improving travel
and tourism
 Always updating with the latest trends in travel and tourism industry
 Offering and promoting various customer services to travelers
 Provide travelling and tourism assistant by guiding and providing useful information to
the customers
 Planning and organizing travels and tours for the customers
 Booking tickets, renting transport and reserving suitable accommodation for
clients
 Identifying clients need and capability for suggesting suitable travel/tourism
options
 Exploring, researching and identifying different travel and tourism destinations
 Reviewing destinations' weather conditions, travel plans, traditions, customs etc.
 Tracking KPIs and preparing KPI reports
Job specification
 BA in Hospitality, Travel, Tourism, Business or similar relevant field
 Have exceptional communication and interpersonal skills along with awareness
of common languages like English
 Critical thinking and problem solving abilities
 Have a abilities to multitask, manage time and self-organization
 Have a good personal experience in touring and travelling at different locations
 Have a mind set with customer viewpoints
 Effective presentation skills and marketing abilities
 Knowledge of additional languages and high level of proficiency in English
 Effective and efficient use of travel and tourism software like booking software

 Strong hold on understanding changing travel and tourism trends
 Understanding of options and offerings to provide better tour and travel options
to customers
 X years of experience as a travel consultant or similar rule
 Passion in travelling and touring
A job advert to help you in recruiting the Business Travel consultant

A plan outlining the recruitment strategy for obtaining the best candidate
Recruitment strategy: It refers to the clear plan which explains about what roles the
individual recruit for, why, when and how. These are the strategies which are tied with the
overall objectives of the company and strategy should be of such kind of nature that it can be
easily implemented and communicated as well (Guiaké and Tian., 2021). In the today's period
of time of this competitive and fast moving technological world it is very important to use
modern methods of recruitment. The recruitment strategy are defined into the following manner:
Organisations can use different apps and modern recruitment sites for hiring the best
candidate. They can use linkd in method to recruit the best and experienced employee for the
organisation. This is the method where there are lots of people from different backgrounds and
also have experienced employees with different kind of knowledge. Organisation can also take
support of social media platforms where they can recruit or find out the eligible candidate for
their organisation and also it is the best way to reach towards wider kind of audience with
different backgrounds. They can also create the job posts in order to reflect about the company
so that people can make themselves aware about the new post regarding the jobs.
Organisation can also invest into the applicant tracking system so that they can get the
best candidate for their organisation into result oriented form. They can also use different
references at the internal and external level which will help them in terms of getting the
candidate into fast pace manner. They can also consider those people who are from the same
colleges and consider the references of people at the organisational level who are from that
particular college. These are the recruitment strategies which can be used by the organisation in
terms of getting the best candidate at the organisational level.
Three month staff development plan for the new business
Staff development plan basically refers to the steps taken by the organisation in order to
enhance the skills of an employee which motivates them in order to acquire new learnings and
knowledge as well(Kadappa and et.al., 2016). The three month staff development plan is defined
into the following manner:

What do I want
to learn?
What do I have
to do?
What support
and resources
will I need?
How will I
measure
success?
Target date for
review?
Decision-making
skill
For developing
decision making
skill it is
important to
consider each and
every aspect of
the project into
effective manner
which will help
me in terms of
developing this
skill
(NEGUSSIE.,
2017).
My team
members help me
in terms of
analysing whether
the taken decision
is right or wrong
and the project
assistant can also
act as support
system for
developing this
skill
I will measure the
success through
the feedback from
team members
and project
sponsor as well.
Post 30 th June
Communication
skill
For developing
communication
skill, it is
important to
attend practice
classes and
interact with large
number of people
For further
improvement, I
will discuss with
the manager of
company in terms
of developing
communication
skill
I will measure the
success by
ensuring that I
have attended all
the classes of
communication
with the effective
results
Post 31 st August
Planning Skill For developing
planning skill it is
important that to
manage
everything on the
The advice from
team members
and line manager
help me in terms
of developing this
The successful
execution of
project help me in
terms of
analysing the
Post 30th
September

daily basis into
appropriate
manner which
will support me in
terms of
developing this
skill
skill(Rahman and
et.al., 2015).
evidence of
success of
developing this
skill
It has been observed at the organisational level that the design of these materials depends
on the changing requirement of the organisation so people have to make themselves aware
regarding these changing scenarios of these documents(Wei and et.al., 2020).So these documents
needs to be updated over the period of time according to the individual growth and development.
CONCLUSION
The above stated report concludes that recruitment documents are very necessary at the
organisational level. It has been concluded that there are different types of recruitment
documents such as person specification, job advertisement, job description etc. It has been
observed that at the organisational level it is very important that to frame a recruitment strategy
so that they can hire a candidate which is more experienced and knowledgeable as well. For the
development of employees it is very important that to develop a plan for a particular period of
time so that they can upgrade themselves according to changing period of time. So at the
organisational level, it is important to maintain these type of documents into accurate and
appropriate manner as well .

REFERENCES
Books and Journals
Ahsan and et.al., 2015. Recruitment and selection.
DeLisa, J., 2015. UIC-stamped documents for Amendment 4 (CHW cross coverage and
recruitment docs for CHW arm).
Guiaké, M. and Tian, X., 2021. Comparison of Teacher Recruitment and Retention Practices in
Cameroonian and Chinese Secondary School: China's Lesson. Anatolian Journal of
Education, 6(2), pp.75-88.
Kadappa and et.al., 2016, August. Teacher recruitment data analytics using association rule
mining in Indian context. In 2016 International Conference on Data Science and
Engineering (ICDSE) (pp. 1-7). IEEE.
NEGUSSIE, S., 2017. THE IMPORTANCE OF HUMAN RESOURCES METRICS IN
RECRUITMENT PROCESS: CASE OF CHILDFUND ETHIOPIA (Doctoral
dissertation, ST. MARY’S UNIVERSITY).
Rahman and et.al., 2015. Recruitment & selection procedure: A case study on palmal group.
International Journal of Business and Technopreneurship, 5(2), pp.239-254.
Wei and et.al., 2020, December. Online Job Search and Recruitment Platform for College
Students Based on SSH. In 2020 International Conference on Intelligent Computing
and Human-Computer Interaction (ICHCI) (pp. 355-358). IEEE.

Appendix
PESTLE analysis for BUNI travel
Political Factors: Under this factor, there are certain parameters which needs to be included and
they are open borders, government stability, tax incentives etc. In context to BUNI travel, they
can easily travel across borders by considering those countries who have politically stable nature
so that they can ensure their customers for safer travel.
Economic Factors: Under this parameter, there are certain factors which include disposable
income and sharing economy as well. In context to BUNI travel, in this changing period of time
people have money to explore new areas, places, countries so their expenditure act as income for
the traveller.
Social Factors: There are certain factors such as social pressures, racial acceptance. In context to
BUNI travel, the travel has become fashionable due to which they have opportunity to grasp the
attention of people through social media platforms.
Technological Factors: According to the changing period of time and up gradation into the new
technologies, BUNI travel can consider new ways of transportation due to which they attract
large number of customers towards their company.
Legal Factors: There are certain factors which affect the tourism industry such as easy access to
visa and tourist loans as well. In context to BUNI travel, they can ensure their customers
regarding the visas and easy accessible of loans due to which they can enjoy their travel time
period into appropriate manner.
Environmental Factors: There are certain factors which affect this industry which include
climate change crisis and pollution as well. In context to BUNI travel, they have to consider
these parameters into appropriate manner so that people can trust on this traveller into right
manner.