Admin (26k) (Insurance - Dunmurry - Progression Role)

VANRATH are assisting with the recruitment of a Administrator for a leading Financial Services organisation that has a fantastic reputation. This is a fantastic opportunity for an individual to join a thriving company that offers an amazing working environment, fantastic package and progression opportunities

This is a Monday - Friday (Flexible start and finish times available) - Permanent position - This role will be based in the companies Dunmurry office.

It is essential to have experience within a Insurance or Mortgages environment for this role.

Salary:

£22,000 - £26,000 + Progression Opportunities (Opp to move into more senior position)+ Great Benefits

Responsibilities:

• Act as first point of contact, providing exceptional levels of customer service to new and existing clients
• Manage new business cycle to include preparation, progression and completion of cases efficiently and accurately
• Proactively track and chase information from product providers, clients and advisors and take ownership of queries to ensure a timely resolution
• Review cases for accuracy, ensuring compliance with regulatory requirement
• Arranging and preparing client review meetings, bringing files up to date in advance and monitoring responses
• Maintain an accurate and up to date client information database and CRM system
• Support management with a range of marketing activities as required

The Ideal Person:

• Experience in Financial Services environment is essential
• Excellent verbal and written communication
• Great attention to detail
• Good with numbers

For further information on this vacancy, or any other jobs in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves in the strictest confidence.

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.