Enterprise sales executives are responsible for monitoring the sales performance of a company and identifying business opportunities that would generate more revenue resources and increase profitability.
Junior Sales Consultants are responsible for business development and prospecting for new opportunities. They will build a strong network within the local and international markets, take enquiries from clients and create clear communication and implementation strategies. This assessment contains 10 questions that test a candidate’s resilience, ability to sell and negotiate and their stakeholder management skills.
Vice Presidents of Sales are responsible for developing strategies relating to the company’s market, products, services and sales goals. They work with executives to determine and execute sales plans to meet organizational needs. This assessment contains 10 questions that test a candidate’s leadership philosophy and skills, their experience in sales and negotiation and their style of communicating.
Sales Executives are responsible for client management, sales, event planning and operational management processes. They oversee sales quotes, reports, client enquiries, client invoicing and are responsible for delivering great customer service. This assessment contains 10 questions that will test the candidate’s verbal and written communication, ability to sell the product and time management.
A Recruiter is responsible for all aspects of recruiting from client management, candidate sourcing and engagement, and placing candidates into the required roles. There may be a sales element to this role too. A recruiter will identify clients to work with and build their business by placing candidates into roles, or work with internal hiring managers.
Talent Acquisition Specialists are responsible for performing hiring processes and strategies at their company. Their duties include consulting with Hiring Managers on recruitment needs, developing recruitment selection criteria, and sourcing suitable candidates through a variety of channels. They are also involved in employer branding and recruitment strategies.
A technical recruiter is responsible for all aspects of the sourcing and hiring of IT professionals to fill technical positions. A technical recruiter will work to identify and fill job openings, interview candidates, engage with hiring managers and/or clients, and keep records of applications.
A Benefits Coordinator is responsible for helping the employees enrol in company benefit programs. Their duties include meeting with employees to discuss their benefit options, keeping detailed records of employee insurance information and overseeing the enrolment process, as well and engaging with companies to provide benefits.
Staffing Managers are employed by recruitment agencies and companies to manage their recruitment processes and ensure that the most suitable candidates are hired. They evaluate the effectiveness of current recruiting procedures, supervise the recruiting team, and select viable job advertising options. They are also responsible for retention and attrition of current employees, including onboarding new hires.
The role of a human resource (HR) specialist is to recruit, support, train, and place employees of a company. They also take care of more specific tasks including overseeing performance reviews and maintaining employee records.
HR Administrators are responsible for assisting the HR team with various administration tasks. Some of the day-to-day duties of an HR Administrator include; forming and maintaining employee records, updating databases internally, such as sick and maternity leave, preparing and amending where necessary HR documents, i.e. employment contracts and recruitment guides. Reviewing and renewing company policies and legal compliance.
Human Resources Representatives work with the prospective, current, and sometimes former employees of an organization. They assist with the hiring, administration, and training, and assisting with audits, compliance reviews, and other mandatory reports.
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