Sales Support Admin (25k) (Strabane) (Top Food Company)

VANRATH are delighted to be assisting a leading Food company in NI with the recruitment of a Sales Support Admin 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 role is based in the company's Strabane office. This is a Permanent position with Progression Opportunities

Monday - Friday.

Salary

£2,000 - £25,000 + Fantastic Benefits package, and Development & Progression opportunities

Responsibilities:

• 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
• 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 via Vanrath or apply via the link on this page.

Before I started working in recruitment there was a sense of mystery around exactly what a recruiter does. A sentiment shared no doubt by a number of others. A recruiter does a lot of different things outside of simply working on a job; however for the purpose of this I'm going to focus on what they do, from the time they take a job brief to post placement of a position.

Broadly speaking you can break that into three parts:

1. Candidate sourcing;
2. Job and offer management;
3. Post placement.

1. Candidate sourcing

The role of a recruiter in effective candidate sourcing is to find an ideal candidate for a position whilst minimising the number of people a hiring manager needs to meet. Assuming every recruiter has good talent pools, in the candidate sourcing phase of a process, from a client's side, the simplest definition of a recruiter is:

• Someone who acts as a filter to identify suitable candidates for a job based on a set of criteria given to them by a client.

At its core what differentiates an effective recruiter from a less effective one are:

• Their ability to understand the difference between a good and a bad candidate on paper, based on the criteria given by the client (and why);
• Their ability to use other inputs through the shortlisting process to:
  • Advise the client how realistic their expectations are with respect to availability of desired candidates;
  • Further filter out those candidates who will be a good personality / cultural fit for the position/business.

The other inputs include:

Position knowledge:

• Understanding of what the person who you are recruiting will actually do. This allows the recruiter to both test the client's requirements as well as push candidates on suitability for a position.

Industry knowledge:

• Which businesses have teams doing similar work, and of those teams which culture is the closest fit for the business you are currently recruiting for.

Social:

• This might seem strange, however by way of example, if I'm meeting a candidate for a role that needs someone who can influence a Blue Collar workforce, then throughout that meeting I'll be reflecting if this person had to turn up to post match football drinks by themselves would they get eaten alive or could they hold their own.