VANRATH are delighted to be assisting a global leader in Logistics with the recruitment of an Administrator. Fantastic company to work in.
Office is based in Enniskillen - Monday to Thursday 9.00am to 5.00pm - Friday 9.00am to 4.30pm
This is an Amazing company that has a top reputation and offers individuals the platform to build a career.
This is Permanent position.
£23,000 - £25,000 (Negotiable) + other additional benefits from a fantastic company
As part of the Energy office team, the role of the Energy Administrator will involve supporting the Customer Support Team Leader in managing customer relationships. This will involve taking and making calls from/to customers, processing orders, dealing with customer queries and complaints as well as supporting the field sales team. You will assist in the administration of the complete order to cash process for all Energy customers - ensuring that all orders are managed effectively to meet agreed delivery dates and required quantities. You will also be involved in ensuring customer specific requirements such as delivery summaries etc are processed.
The Ideal Person
- Experience working within a similar role
- Experience of working in Energy / Transport / Logistics is preferred
- Previous Scheduling experience preferred
- Experience in dealing with Microsoft Excel is highly preferred
- Good communicator
- Strong numeracy skills
For further information on this opportunity, or any other jobs in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves via Vanrath.
Our recruitment consultants spend a lot of time speaking on the phone and meeting with people face-to-face each day. Recruitment consultants act as a liaison between employer and prospective employee, trying to negotiate a mutually-beneficial agreement for all parties. As candidates and HR personnel have busy professional and social lives, this can sometimes be challenging and frustrating for recruiters, but it is important for many reasons, including:
- Relationship building - ensuring that each party is satisfied with the service being provided
- Candidate referrals - referrals are a great way to get in touch with talented candidates who are similar to those that they already know and trust
- Networking - the more candidates and clients that they speak to, the broader their network and the greater their ability to connect with experienced talent
- Sharing information - having an open line of communication with all parties and ensuring that everyone is on the same page
Keeping in regular contact with candidate and client networks after a placement is also good practice for all involved. Taking an interest in a candidate's career allows the recruiter to keep a look out for roles that will suit them when they make their next career move. This is helpful to contractors who are regularly looking for new postings, and for candidates in a time of need i.e. redundancies. Similarly, keeping up a rapport with clients will keep recruitment consultants in tune with their hiring needs, allowing them to continuously meet their requirements and deliver results quickly.The best of our recruitment consultants have exceptional questioning skills. This does not mean interrogating the candidate or client on the other end of the phone. Rather it is about asking the right questions that will enable the recruiter to fully understand their needs and motivations. This is crucial as without the right information, candidates will be placed in unsuitable roles. This can only result in higher short-term turnover and a significant breakdown in trust between recruiter and candidate/client. If they do not believe that the recruiter is concerned with their best interests or willing to fulfil their needs, the relationship will suffer.
Asking the right questions will help to ensure a technical and cultural fit. A high percentage of employers value candidates who will complement the existing workforce over the best technical skillset. Similarly, candidates are more committed and motivated when they identify with their company. For example, at Proclinical, our consultants ask candidates questions about their ideal company culture, pay and benefits, preferred location and willingness to relocate to ensure that the company will meet their personal needs. Not knowing these important details from the outset can cause difficulties and delays further down the recruitment process.
The process of gathering information is also very useful for when recruiters are trying to manage expectations. This involves things like giving clients a realistic time to hire, briefing candidates on what to expect from the recruitment/interview process and handling notice periods.