Customer Service Agent - 24.5k - Hybrid/North Belfast

Job Description

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

This is a Hybrid working position - 2 days work from home & 3 days will be spent in the North Belfast office - in Dargan Crescent. First week will be training in-office - Full Equipment provided for home working.

Permanent position.

This is one of the best call handling roles on the market. 5/5 Company.

Salary

£24,500 + other Additional Benefits (Top Company) + Fantastic work benefits and Environment

Responsibilities

  • First point of contact for our customers via inbound calls and other methods of communication.#
  • Providing a great customer service experience.
  • Direct, when appropriate to other departments to address the customer's needs.
  • Accurately recording/logging interaction with customers and updating account information.
  • Working with management to maintain best practices for efficient communication with customers.
  • Address customer questions about new products, services, promotions

The Ideal Person

  • Experience working in a similar role
  • Strong communicator
  • Positive individual
  • Great telephone manner
  • Great attention to detail levels

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.


Nature of the job

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.