VANRATH are delighted to be assisting a global leader in survival and safety solutions with the recruitment of a Customer Service Representative to join the sales support team. A fantastic company to work within, with many opportunities for progression within a growing company in a thriving industry
This is a Hybrid working position with 2 days at home, and 3 days in office (Pick and choose which day you want to work at home). Permanent position.
Shifts are Monday - Thursday (8.30am - 5.00pm) Friday (8.30am - 2.00pm). The office is based in Dunmurry, in office.
£23,000 + Fantastic Benefits package, and development opportunities
- Receive and process customer quotes, orders, inquiries and complaints
- Maintain an ongoing relationship with allocated customers and sales colleagues
- Using knowledge of products and services, availability, sales territories and individual customers to provide a key communications link for the customer
- Records and processes quotes and orders
- Makes calls (by telephone or other channel) to allocated customers
- Responds to and resolves complex or advanced issue escalations promptly and appropriately
- Other duties assigned by your manager from time to time
The Ideal Candidate:
- Sales Support or Customer Support Admin experience is essential
- Experience within B2B environment is highly preferred
- Great communication skills
- Customer Focused
- High attention levels to detail
For further information on this vacancy, or any other job in Belfast or wider Northern Ireland, please apply via the link below or contact Jack Groves in the strictest confidence on 02890 330250 or email@example.com or apply via the link on this page.
The person(s) who recruits for your organization will vary depending on factors such as your company size and available resources. For example, a small business might delegate recruiting and hiring to the employee who will manage the new hire - also known as the hiring manager. If a company has an in-house human resources (HR) department or HR manager, these professionals will screen the candidates and then consult with the hiring manager before making any final selections.
Companies with internal recruiters or partnerships with recruitment agencies are in the best position, as they can entrust recruiting responsibilities to these experts. A recruiter may consult with an HR manager or hiring manager during the recruiting process, but they do the bulk of the work, such as posting the job, sourcing and screening candidates, negotiating salaries, and placing employees.
The recruitment process for your company may vary based on the business or individual role you are hiring for. The full recruitment cycle generally, however, includes six steps: defining the open position, sourcing job applicants, screening potential candidates, interviewing qualified candidates, selecting a candidate and extending an offer, and onboarding new hires.
Before you can search for qualified candidates, you need to define the role you are seeking to fill. Identify the key needs the position will fulfill, outline job specifics (e.g., qualification requirements, anticipated start date, pay range, reporting structure, etc.), write a clear job description, and create a standard set of interview questions. Having this information defined ahead of time streamlines the hiring process.
Seeking job applicants is the next step in the recruitment process. You can have a recruiter or recruitment agency handle sourcing; you can ask employees or trusted colleagues for referrals; or you can source candidates through various means, like posting the open position on your company website, job boards, and social media accounts.
There are two types of applicants: active candidates (those who apply to the job directly) and passive candidates (those who are qualified but haven't expressed direct interest). If you are reaching out to a passive candidate, you will need to tailor your recruiting strategy based on their current level of engagement with your brand.