VANRATH are delighted to be assisting a global leader in Logistics with the recruitment of a Energy Administrator. Fantastic company to work in.
Office is based in Enniskillen - Monday to Friday
This is an Amazing company that has a top reputation and offers individuals the platform to build a career.
£23,000 - £25,000 (Negotiable) + other additional benefits from a fantastic company
As part of the Energy office team, the role of the Energy Administrator will involve supporting the Customer Support Team Leader in managing customer relationships. This will involve taking and making calls from/to customers, processing orders, dealing with customer queries and complaints as well as supporting the field sales team. You will assist in the administration of the complete order to cash process for all Energy customers - ensuring that all orders are managed effectively to meet agreed delivery dates and required quantities. You will also be involved in ensuring customer specific requirements such as delivery summaries etc are processed.
The Ideal Person
- Experience working within a similar role
- Experience of working in Energy / Transport / Logistics is preferred
- Previous Scheduling experience preferred
- Experience in dealing with Microsoft Excel is highly preferred
- Good communicator
- Strong numeracy skills
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.
Depending on how they work, there are several types of recruiters. The most important distinction is the one between external and internal recruiters.
External recruiters (also known as independent or agency recruiters) don't work for a specific company. Instead, they work on their own and recruit employees as needed for clients who hire them.
Internal recruiters, also known as in-house recruiters, work for one specific company only and help them source and hire new employees.
So, should you hire an internal or external recruiter? While there is some debate that an internal recruiter will act in the best interest of the employer and the external recruiter will act in the best interest of the candidate, in reality, both will do their best to find a great employee for their organization.
This distinction matters because having an internal recruiter on board means another person on your payroll. If you run a startup or a small company, you probably can't afford an internal recruiter and you're better off with an external one.
Additionally, there are niche recruiters and recruitment agencies, specializing in a certain field. As of late, there is a huge demand for IT positions and the number of IT or technical recruiters is on the rise.
No matter the type (external or internal) or their niche, there's a common set of recruitment skills that every good recruiter needs to have to do their job well. Here are some of them and how you can spot them in a recruiter.
1. Attention to detail. As we've recently written, attention to detail is not important for every position out there, but it's vital for recruiters. As they can work with a relatively small talent pool, it's extremely important to remember every detail. This means who they've talked to, their position, their willingness to apply for a new job etc.
Details like these could ruin a company's reputation if the recruiter is reckless. There's a famous case of an external recruiter who tried to recruit the employees of the company that hired him.
2. Marketing skills. Finding top talent in today's market is extremely hard. The number of open positions is much higher than the number of applicants (especially for IT and other hot industries) and candidates won't rush to any company out there.
This is why great recruiters also need to be great marketers and know how to sell the position and the company, using the latest marketing tactics. Communication skills. No matter the position they're trying to fill, the recruiter is the key link between a company and a candidate. Depending on the impression they make, they can either attract or discourage the candidate for applying. As such, recruiters need to have excellent communication skills and be able to entice candidates to apply. These skills are highly important for all positions, but they're critical for industries such as engineering, which tends to have more introvert applicants.