BUNI Travel: Recruitment of Business Travel Consultant Report

This report details the recruitment process for a Business Travel Consultant at BUNI Travel. It begins with a job description and person specification, outlining the role's responsibilities, qualifications, and requirements. A job advertisement is also provided, designed to attract suitable candidates through various online platforms and employee referrals. The report includes a recruitment strategy emphasizing social media, sponsored job postings, and resume screening to identify the best candidate. Furthermore, a three-month staff development plan is outlined, focusing on training in travel software, language skills, and customer handling. The rationale section justifies the choices made in creating these materials, emphasizing the importance of effective recruitment documents and strategies for attracting and selecting qualified candidates, along with employee development.

PEOPLE AND
PERFORMANCE

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.
 Researching to obtain information on various destinations like prices, 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 development Timeline
Gain additional The employee would Within 2 months

knowledge and skills
in travelling software
and other technical
skills
attend course or
workshops and
partner with peer staff
to learn all the
functions of the
software.
Learning basics of a
few other required
languages other than
English
The employee can
research and learn
through books or
internet or can attend
course classes.
Within 3 months
Customer handling The employee can
learn how to
effectively handle
customers by job
shadowing and
through coaching and
mentoring by
manager.
By end of the first
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.
Creating and maintain proper documents like job description, person specification, 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’s employees. As people surround themselves with people of their level and
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
done by an automated process where jobs are posted on multiple sites on one-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.

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
recruitment process and designing of the above materials like job description, 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. and et.al., 2019. Recruitment via social media: advantages and potential
biases. Digital health. 5. p.2055207619867223.
Gupta, P., Fernandes, S. F. and Jain, M., 2018. Automation in recruitment: a new
frontier. Journal of Information Technology Teaching Cases. 8(2). pp.118-125.
Hamza, P. A. and et.al., 2021. Recruitment and Selection: The Relationship between
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.