Crystal Travel: Job Description, Person Specification, Recruitment

This report provides a detailed analysis of Crystal Travel's recruitment strategy, encompassing a job description for a travel consultant, a person specification outlining essential and desirable skills, and a job advertisement. It further includes a comprehensive recruitment plan outlining key strategies such as utilizing the corporate brand, creating engaging job descriptions, and leveraging social media. A three-month staff development plan is also presented, detailing training steps and feedback mechanisms. The report concludes with a detailed rationale, emphasizing the importance of job descriptions and person specifications in attracting and selecting qualified candidates, alongside the significance of effective recruitment strategies for cost-effectiveness and talent acquisition. References to relevant literature supporting these concepts are included.

People and
Performance

Table of Contents
Job description.................................................................................................................................1
Person specification.........................................................................................................................1
Job advertisement.............................................................................................................................3
Plan outlining for recruiting.............................................................................................................4
Three-month staff development plan...............................................................................................4
Detailed rationale.............................................................................................................................5
REFERENCES................................................................................................................................8

Job description
JOB DESCRIPTION
Crystal travel
Job brief
We're looking for a travel consultant who has a strong sense of adventure. One will be in
charge of contacting and arranging travel for clients (persons or industries). Gaining more
acceptance and accumulating a loyal, expanding clientele are the goals.
Responsibility
 Consider the expenses, customs, climatic conditions, reviews, etc. of various places
and modes of transportation.
 Examine the clients' needs and preferences in order to suggest the best vacation
packages or services.
 Complete travel plans should be arranged, including booking of accommodations,
tickets, and a rental car.
Requirements and skills
 Excellent software travel knowledge (GDS systems, computer reservations systems,
and e-travel).
 Proven experience working as a travel consultant; proficiency in English.
 Knowledge of additional languages is a plus.
 Excellent sales ability and a focus on the needs of the customer.
Crystal travel agency
*******
London, UK
[e-mail]
Person specification
PERSON SPECIFICATION
Category Essential Desirable
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Skills and knowledge  Excellent
interpersonal
and
communication
skills, as well as
excellent
organisational
skills.
 Excellent IT
skills, strong
analytical and
quantitative
skills, excellent
bargaining
capabilities
 The ability to
motivate co-
workers and
promote
teamwork
within the
workplace; and
 Knowledge of
the operator
travel market.
Qualification Hold a degree or the
equivalent training in
the relevant field.
Experience  Understanding
of the setting for
tourism and the
workplace.
 Practical
understanding
with the
Microsoft Office
programmes.
 Practical
experience with
tour operators.
 Understanding
of available
marketing tools
Disposition  Capacity to act
independently
and work with
Able to spend time
away from home and a
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others
 The ability to
take charge
when called
upon.
travel enthusiast
Special requirements able to put in more
hours as needed.
Job advertisement
Job advertisement
Crystal Travel
Responsibility
 Retain relationships with significant individuals
 Maintain financial records and statements.
 To sell itinerary travel packages, offer promotional materials, and apply marketing
tactics.
 Achieve the required level of sales and profit.
Skills and knowledge
 Skilful presentation, persuasion, and communication.
 Shown crisis management abilities.
 A qualification in business, tourism, hospitality, or a comparable field.
 It would be preferred if applicants had personal travel experience.
Crystal Travel Agency
*******’
**, London, UK
[e-mail]
3

Plan outlining for recruiting
While attracting the best applicants for the organisation, an effective recruiting strategy
lowers the cost of hiring new staff. Several hiring trends that we'll look at in this post include the
ones below:
 Creating and using the corporate brand
 Including engaging job descriptions in job ads to improve job postings.
 Treating applicants like clients; utilising strategies that place a priority on diversity,
equity, and inclusion (McDonnell, 2020).
 Holding fruitful interviews.
 Leveraging specialised employment sites.
 Growing your social media following; and putting into practise video recruitment efforts.
 Contacting former employees and qualified individuals from the past
Three-month staff development plan
Three-month staff development plan
Employee name- **
Date- 24-06-22
Current title- Business travel consultant
Current strength-  Communication
 Knowledge about tourism
 Degree in travel and tourism
Development needs-  Technology
 Travelling packages
 Software
Professional goals- To train as a travel agent
Step1- Provide the tools and resources people need
to learn about travel-related knowledge and
technologies.
Step2- Obtain suggestions from seniors and
colleagues.
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Step3- Get employee feedback directly from them.
Step4- Observe and take action
Detailed rationale.
A job description is a useful document that plainly explains the duties, responsibilities,
and goals of a position. It details who is responsible for performing a certain type of work, how
that work is to be accomplished, how frequently that work is required, and how that work ties to
the firm's mission and objectives (Krosi-Douté, 2021 ). A job description, or JD, is a detailed list
of the essential responsibilities and functions of a position. Because they: Clearly explain the
responsibilities and requirements of a specific role, job descriptions are particularly helpful. In
addition to identifying people who are interested in the position, management can use this data to
better accurately predict the activities necessary to achieve organisational goals. The job
description is the most crucial piece of information a candidate may find out about a job posting.
It provides all the crucial and pertinent information about a position. The job description paper
comprises qualifications, duties, responsibilities, and other details that paint a clear image of
what is expected of the particular function. Using this data, one can determine whether a position
is pertinent or not. It provides an opportunity for an applicant to thoroughly prepare for a job
interview. Additionally, it assists companies in identifying all the qualifications potential
candidates must possess (Lam, 2018).
The selection criteria, also known as the person specification, must be met by a candidate
in order for them to be given consideration for the position. The job description should serve as
the foundation for the specification, which comes before the hiring process ever begins. The
selection criteria, also known as the person specification, must be met by a candidate in order for
them to be given consideration for the position (Muenyam, 2019). The job description should
serve as the foundation for the specification, which comes before the hiring process ever begins.
The needs of the individual will be the basis for one's choices during the shortlisting,
presentation/test, and interview stages. In order to understand more about applicants in relation to
the requirements, interview questions and selection tests ought to also be generated from the
person specification. When creating your job advertisement, remember to mention the
application requirements as well.
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A statement describing open positions and the qualifications for applicants is known as a
job advertisement. They entice candidates by listing the benefits of the job and the characteristics
they seek in candidates. The best individuals will be targeted and drawn to the job posting, while
all other applicants will be sent away. As a result, save time and money! A employment
advertisement states that a position is available. The primary objective of a job advertisement is
to educate prospective applicants of a new opportunity and urge them to submit an application. It
is written in a seductive tone and includes details on the job opportunity, the business, and the
perks it provides (Marinho, Fernandes and Pimentel, 2021). Social networks and job portals are
now used by job searchers to search for and apply to positions. To reach out to potential
candidates who the firm wants to hire and inform them of job openings, organisations must use
the finest channels available. By making their job postings more visible by placing them on well-
known websites, they can reach a larger audience of job seekers. In addition to luring candidates,
a company should market its vacant positions to reach a wider audience. If you make care to
represent your company culture in the job offering, applicants will be able to identify your
organization's values.
To successfully locate, attract, and hire the finest candidates for the organization's open
posts, a recruiting strategy should be used. These are some fundamental principles that can assist
your business in finding the job applicants it needs to hire. A recruitment strategy is a complete
hiring plan that details the positions the organisation expects to fill, the locations and times when
job openings will be posted, and the selection criteria that will be applied to determine which
candidates are the most suitable (Kropfl, 2019). The hiring approach helps create a distinctive
position on the job market. Every business wants to employ the greatest employees; therefore,
they are not in a unique position. Most job seekers favour the companies that they are interested
in. The talent war includes the complicated hiring procedure. The advantage goes to the
organisation having a clear recruitment plan. The corporation is aware of the major recruiting
channels that refer qualified applicants to it. The recruitment service is the most expensive
external one. Corporations routinely spend a significant amount of money to locate and hire
excellent talent. They lack a comprehensive understanding of their position in the labour market,
so they must rely on professional recruitment organisations to give the applicants (Usmanova,
2020). The hiring budget is thoughtfully allocated to employment sources that will benefit the
organisation in the long run.
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The action plans in employee development plans are actively used by both line managers
and employees as working documents. They ensure that the employee is developing personally,
increasing their capacity to offer more at work, keeping their finest talent, and attaining the goals
of the business (Baptista and Pita, 2022). Goals, required skill and competency development, and
objectives for staff members must all be included in a professional development plan in order to
enable career advancement and continual improvement. Development planning is the procedure
of establishing quantifiable objectives to advance a worker's career. This includes laying out the
procedures to follow and the deadline for finishing a task. Managers collaborate with their
workforce in order to document their professional and personal objectives.
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REFERENCES
Books and Journals
Baptista, D. and Pita, S., 2022. THE PROFESSIONAL PORTFOLIO AS A LEARNING
STRATEGY-PREPARATION FOR SELECTIVE RECRUITMENT PROCESSES.
In EDULEARN22 Proceedings (pp. 6191-6197). IATED.
Kropfl, E., 2019. Emily Kropfl's Portfolio.
Krosi-Douté, T., 2021. Establishing methods of composition through the creation of
mathematical processes allowing the translation of astronomical data into musical
elements: a portfolio of original compositions (Doctoral dissertation, University of
Aberdeen).
Lam, R., 2018. Portfolio assessment for the teaching and learning of writing. Singapore:
Springer. Lam, R., 2018. Issues in Portfolio-Based Research and Future Directions.
In Portfolio Assessment for the Teaching and Learning of Writing (pp. 109-121).
Springer, Singapore.
Marinho, P., Fernandes, P. and Pimentel, F., 2021. The digital portfolio as an assessment strategy
for learning in higher education. Distance Education, 42(2), pp.253-267.
McDonnell, A., 2020. A portfolio of original compositions (Doctoral dissertation, Queen's
University Belfast).
Muenyam, E., 2019. Finding A Voice–Exploration of Modes and Timbres: A portfolio of ten
original compositions with accompanying commentaries.
Usmanova, S., 2020. THE ROLE OF TRAINING PORTFOLIO IN THE TRAINING OF
COMPETITIVE SPECIALISTS. Danish Scientific Journal, (37-2), pp.52-54.
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