How to Hire a Reservationist
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Reservationist Job Description
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We are seeking a Reservationist to join our holiday rental team. In this role, you will answer phones and provide customer service to people who are planning a visit to one of the destinations. You will find out their rental preferences and cheque the availability of the properties we have that will suit their needs. You will process payments and send confirmation details. We expect our Reservationist to become familiar with the offerings of each area to be able to recommend local activities and restaurants. You may also recommend or book cultural tours thru one of our partners.
Reservationist Duties and Responsibilities
- Answer phones and provide customer service
- Record customer information in our database
- Book vacation rentals based on availability and customer preferences
- Recommend local tours and activities
- Process payments and send confirmations
Reservationist Skills and Requirements
- Familiarity with the cultural offerings of our destinations
- Customer service experience preferred
- Basic computer skills
- Phone communication skills
Personalising Your Reservationist Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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