Call Handler - Collections - 25k - Belfast - Amazing Company

Job Description

VANRATH are delighted to be assisting a leading Tech focused - Fantastic Company - with a Call Handler individual to work within the Collections team in the company.

The successful candidate will come from a background where they will have

  • Life experience to understand the financial challenges customers go through / meeting of minds/ empathy
  • Beneficial if you have run a household i.e. understand budgeting/debt struggles

The role is based in Belfast City Centre - Monday - Friday (Permanent) - After probation period of 3 months is passed then Hybrid working is offered.

Salary

£22,500 - £25,000 + £2,500 share options + other Additional Benefits (Top Company). Some of the best benefits on the market (full benefits package available upon request)

The Ideal Person

  • Customer Support / or Admin experience / or Collections experience
  • Great relationship builder
  • Strong People skills
  • Strong negotiation skills to support with the reduction of outstanding payments,

Responsibilities

Our Collections team are great at building relationships with customers to understand what is happening and why. You'll handle difficult situations on chat, email or the phone and will need to display empathy and resilience. As the first point of contact, you'll be deep diving into the customer's circumstances, finding out the root cause of missed payments and helping them get back on track. It's difficult work, but you'll make a real impact on people's lives.
You'll work alongside other passionate and motivated team members who are either experienced customer advocates or credit controllers with a proactive mindset.
You'll own workflows to speak with customers and hone your skills to build and negotiate positive outcomes. Once established, you'll develop yourself and team by being curious and discovering new improved ways of working.
  • Full Job spec available upon request

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 in the strictest confidence.

Recruiting and recruitment are often used interchangeably, but the two terms actually have subtle yet important differences. Recruiting refers to the proactive process of finding and sourcing candidates for specific roles in an organization. It covers all activities required to identify and attract potential employees, such as job postings, candidate searches using resume databases or social media platforms, referrals from past employees, etc.

On the other hand, recruitment is more quantifiable than recruiting and involves evaluating a pool of potential candidates against each other based on their qualifications for a given role. This evaluation includes conducting interviews with selected applicants to determine their fitment within an organization (both in terms of skills and culture). After interviewing all prospective applicants, the most qualified candidate(s) will be offered the job position officially through a formal offer letter.

In short, recruiting is the process of finding suitable talent while recruitment is about making final hiring decisions after comparing different individuals' qualifications against each other. Both processes are necessary if you want to find that perfect individual who meets your requirements both professionally and personally!

Recruitment is the process of hiring the right number of people of the right type at the right place. It is the process of generating a pool of qualified applicants for a job. It includes identifying and encouraging the candidates to apply for a job, receiving applications and screening the applicants.

Recruitment forms a step in the process that continues with selection and ceases with the placement of the candidate. It is the next step in the procurement function, the first being manpower planning.

Recruiting makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. Recruiting is the discovery of potential applicants for actual or anticipated organisational vacancies.

The overall Human Resource Policy of the organisation has an influence on the recruitment policy. It gives specific guidelines to the Human Resources managers on various matters of employment as it states the organisation's intent regarding recruitment, selection, training, promotion, compensation and other aspects of Human Resource Management. According to the Human Resources policy, the recruitment policy would be framed.

The position of the organisation in the labour market influences the recruitment policy. An organisation with a positive image is also able to attract prospective candidates with little effort. So, the recruitment policy is framed according to it.

The nature of the job has an influence on the recruitment policy of the organisation as the procedure adopted for managerial as well as non-managerial positions might be different. Further, the recruitment policy also differs according to the level of education as well as technical skills required. Moreover, the number of vacancies also determines the re-recruitment policy.

When looking for a new job, understanding factors such as company values, work environment and compensation can help you find a role that suits both your personality and your career goals.

While no one can predict the future, understanding a company's history can give you a glimpse into its stability, values and culture. Find out as much as you can about a potential employer from press releases, websites and social media accounts. Some important things to look for include:

  • How long has the company been in business?

  • Is the company expanding or downsizing?

  • Has the company had any major advancements/are they expanding into new industries?

  • How does your potential employer compare to other companies in their industry?

  • How often has the company laid off employees?

  • Has the company been in the news for legal or financial troubles?

The relative importance of each of these questions will depend on your situation. For example, if you have a family and job security is important to you, look for companies that are expanding, have lots of good press and are leaders in their industry.

Work doesn't feel like work when your career goals are aligned with the goals of your employer. When you research a potential employer, compare your values with an employer's mission statement, core values and business model. Many companies also support charitable organizations or partner with community groups. If you want your work to help the world at large, this may be a factor to consider when looking for a job.

When considering the length of your workday, you must think about both your working hours and your commute time. Be realistic about how much time you are willing to spend going back and forth to work every day. If your commute requires time stuck in rush-hour traffic, consider how that will affect your working hours and stress level. If a job requires an especially long commute, consider how your time on the road will affect your non-work life, including kids' activities, dating, family time and fitness activities.

The cost of your commute should be a factor when comparing salaries from different companies. Fuel and parking costs can eat away at your take-home pay.