Admin (Immediate Start - 24.5k - Hybrid/Belfast City Centre)

Job Description

VANRATH are delighted to be assisting a leading Broadband Company with the recruitment of an Administrator. Fantastic company to work in, one of the best company cultures in NI and opportunities for progression.

Shifts are held over Monday to Friday (9.00am - 5.00pm + 1 Hour Lunch). No weekend working.

The role will be Hybrid working (4 days Working From Home and 1 days in Belfast City Centre office). Initial first few days training will be in office.

This is an immediate need for the company, and individuals who are immediately available will be preferred to others. Initially this will be a 3-month contract (Great likelihood of Permanency depending on performance).

Equipment will be provided to yourself for Home working. Experience with Excel is essential.

This is the best admin role on the market.

Salary

£24,500 + other Additional Benefits (Top Company)

Responsibilities

Work within the PIA Administration team to support the missing inventory process. You will be responsible for identifying missing inventory, raising cases and following the process through to completion.

  • Working within the team, reporting to the PIA Manager
  • Completion of administration tasks within a timely and accurate manner
  • Tracking & reporting the progression of orders
  • Reading cable maps to identify missing inventory (training will be provided)

The Ideal Person

  • Experience working as an Administrator
  • Experience working with Excel is essential
  • Confident communicator
  • High-level of IT Literacy

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 on 02890330250 or jack.groves@vanrath.com 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.

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.