Moving Consultant / Customer Service Advisor

Moving Consultant-Private Sector / Customer Service Advisor

A relocation management company, based in Middlesex, currently have an exciting opportunity for a Moving Consultant / Customer Service Advisor to join their busy team.

Purpose of role

A key part of this role is holding telephone conversations with potential customers, so it is essential that the successful employee must be able to communicate easily and confidently by telephone and via email, in a friendly and helpful manner. This role combines business development and sales office administration.

 Responsibilities:

 Work closely with the B-C Sales Manager on all lead enquiries to track private and corporate opportunities

 The ability to convert web enquiries into booked revenue.

 Document leads

 Book surveys with relevant country Consultants

 Submit private moving pricing quotations to the assignee

 Generating new business in line with annual sales and profit targets

 To undertake other sales related duties or projects that may be required from time to time

 Maintaining the CRM database and following up existing moves that have been quoted

Skills and experience required:

 Industry (moving/shipping/sales) experience is not essential but would be preferable.

 Good numeracy skills

 Professional and articulate phone manner

 Excellent listening skills

 Excellent communication skills

 Excellent influencing and negotiation skills

 Ability to build good working relationships internally and externally

 Good aptitude in Microsoft Outlook, Word, Excel

Company description

“Founded in 1991, we are a provider of global relocation services to some of the world’s leading companies. Through our service delivery hubs in EMEA, the Americas and Asia Pacific, we help clients achieve their business goals by alleviating workforce mobility challenges. Relocating employees receive a dedicated team member as a single point of coordination, support and advice to ensure every part of their relocation runs smoothly. Many of our staff have lived and worked abroad themselves and understand the challenges faced by relocating employees and their families. We are committed to quality and delivering an impeccable service, in every location. Our ISO and FIDI FAIM accredited quality processes guarantee our high standards are consistently maintained. Client satisfaction is our ultimate goal. That is why we make it our business to develop a comprehensive knowledge of each client’s challenges and ambitions. By understanding what matters most, we can ensure that this is where we excel. Last year 99.63% of relocating employees were satisfied with our service.”

How to apply

If you would like to be considered for this opportunity please attach an up to date CV to the link provided.

As part of any recruitment process, Sterling collects and processes personal information, or personal data, relating to job applicants. This personal information may be held by Sterling on paper or in electronic format. Please read the full GDPR Privacy notice for job applicants, before applying for our vacancies.

GDPR Privacy Notice for Job Applicants

Data Controller: Sterling Relocation Ltd and its subsidiaries (“Sterling”)

Data Protection Officer: Group HR Director

1. Introduction

As part of our candidate application and recruitment process Sterling collects, processes and stores personnel information about you. We process this information for a range of purposes relating to the recruitment process and this may include your application, assessment, pre-employment screening and your worker permissions.

Sterling is committed to being transparent about how we handle your personal information, to protecting the privacy and security of your personal information and to meeting its data protection obligations under the General Data Protection Regulation (“GDPR”) and the Data Protection Act 2018. The purpose of this privacy notice is to make you aware of how and why we collect and use your personal information during the recruitment process; we are required under the GDPR to notify you of the information contained in this privacy notice.

This privacy notice applies to all job applicants. It is non-contractual.

2. What personal information do we collect about you? Why do we collect this information and how do we use it?

Sterling will only collect information as necessary for the purposes of processing your application or as required by law or regulatory requirements, so not all of the purposes set out below will apply at all time.

We may request the following information from you during the recruitment process:

• Your contact details, including your name, address, telephone number and personal email address

•  Personal information included in a CV, any application form, cover letter or interview notes

• References

• Information about your right to work in the country you will be working and copies of proof of right to work documentation

• Copy of qualification certificates

• Copy of driving licence

• Other background check documentation

• Details of your skills, qualification, experience and work history with previous employers

• Your professional memberships

Sterling may also collect, use and process the following special categories of your personal information during the recruitment process:

• Whether or not you have a disability for which the Company needs to make reasonable adjustments during the recruitment process

• Information about your racial or ethnic origin, religious beliefs and sexual orientation

• Information about criminal convictions and offences

Sterling will only collect and use sensitive personal information, which includes special categories of personal information and information about your criminal convictions and offences, when the law allows us to.

Some special categories of personal information i.e. information about your health, criminal convictions and offences, is processed so that we can perform or exercise our obligations or rights under employment law.

The purposes for which we are processing, or will process, health information and information about any criminal convictions and offences, are to:

• Assess your suitability for employment or engagement

• Comply with statutory and/or regulatory requirements and obligations, e.g. carrying out criminal record checks

• Comply with the duty to make reasonable adjustments for disabled job applicants and with other disability discrimination obligations

• Ensure compliance with your statutory rights

• Ascertain your fitness to work

• Ensure effective HR, personnel management and business administration

• Monitor equal opportunities

Where the Company processes other special categories of personal information, i.e. information about your racial or ethnic origin, religious or philosophical beliefs and sexual orientation, this is done only for the purpose of equal opportunities monitoring in recruitment and in line with our data protection policy. Personal information that the Company uses for these purposes is either anonymised or is collected with your explicit written consent, which can be withdrawn at any time. It is entirely your choice whether to provide such personal information. We may also occasionally use your special categories of personal information, and information about any criminal convictions and offences, where it is needed for the establishment, exercise or defence of legal claims.

3. How do we collect your personal information?

We will collect information either directly from you or sometimes from a third party such as an employment agency. We may also collect information from other external third parties, such as references from current and former employers, information from background check providers, information from financial reference agencies and criminal records checks from local government authorities.

Other than employment agencies, Sterling will only seek personal information from third parties during the recruitment process once an offer of employment has been made to you and we will inform you that we are doing so.

You are under no statutory or contractual obligation to provide persona information to the Company during the recruitment process.

Your personal information may be stored in different places, including on your application record, in the Company’s HR Management system and in other IT Systems such as the email system.

4. What if you refuse to share your personal information?

If you fail to share certain personal information when requested, we may not be able to process your job application properly or at all, we may not be able to offer you a role or we may be prevented from complying with our legal obligations. You may also be unable to exercise your statutory rights

5. Change of purpose

We will only use your personal information for the purposes for which we collected it, i.e. for the recruitment exercise for which you have applied. However, if your job application is unsuccessful, the Company may wish to keep your personal information in case there are future employment opportunities with us. We will ask for your consent before we keep your personal information for this purpose. Consent can be withdrawn at any time.

6. Who has access to your personal information

Your personal information may be shared internally within the Company for the purposes of the recruitment exercise, including with members of the HR department, members of the recruitment team, managers in the department which has the vacancy and IT staff if access to your personal information is necessary for the performance of their roles.

The Company will not share your personal information with third parties during the recruitment process unless your job application is successful and we make you an offer of employment or engagement. At that stage, we may also share your personal information with third parties (and their designated agents), including:

• External organisations for the purposes of conducting pre-employment reference and employment background checks

• former employers, to obtain references

• professional advisors, such as lawyers

We may also need to share your personal information with a regulator or to otherwise comply with the law. We may share your personal information with third parties where it is necessary to steps at your request to enter into a contract with you, or to enter into a contract with you, where we need to comply with a legal obligation, or where it is necessary for our legitimate interests (or those of a third party).

7. How do we protect your information?

Our HR system and emails are protected to ensure unauthorised or unlawful processing of personal information, accidental loss or destruction of, or damage to, personal information does not occur.

8. Your rights

You are entitled to see the information Sterling holds about you. You can also request changes to be made to incorrect information. You can ask for information to be deleted or blocked if you legitimately think that Sterling shouldn’t be processing that information or is processing it incorrectly.

If you have any queries about this notice or your personal information generally, including questions about accessing your personal information or correcting it, you should contact Emmanuelle Alcaraz or Gina Galkute using the following email address: HR@sterling.com in the first instance.

9. Data retention

For unsuccessful candidates, personal information will be deleted as soon as the position for which they applied for is closed unless the candidate specifically request for their information to be kept on file for future opportunities.

Full list of information we may process

• Name, work and home contact details

• Date and place of birth

• Education and work history

• *Individual demographic information in compliance with legal requirements (such as marital status, national identifier, passport/visa information, nationality, citizenship, military service, disability, work permit, date and place of birth or gender)

• *Health issues requiring adaptations to working environment

• Job title, grade and job history

• Employment contract related information (including compensation, location, hours of work and so on)

• Reporting and managerial relationships

• *Leaves of absence (such as maternity leave, sickness absence)

• Photograph(s)

• Disciplinary / grievance records

• Time and attendance details

• Bank account details for salary payment purposes

• Expenses such as travel and expenses claimed from the bank

• Skills and qualifications

• Training history and plans

• Results of original and ongoing employee screening, where relevant

• *Details provided in relation to Conduct policies (such as conflicts of interest, personal account dealing, trade body membership and so on)

• *Health & safety incidents, accidents at work and associated records

• *Building CCTV images

• *Audio recordings of telephone interviews

• *Video recordings of interview

• *Notes from face to face interviews

• Psychometric test results and associated reports

• Results from behavioural assessments

• Results from technical assessments

* These categories of information might potentially include some sensitive personal information. Sensitive personal information is not routinely collected about all applicants, it may be collected for legal obligations, or if you choose to disclose it to us during the course of the application or interview process.

This advert is being managed by Partners of Research Ltd. trading as Hiring People. Your details will be passed onto our client. In some cases, where our client is acting on behalf of another employer, your details will also be passed onto them. We expect our clients to hold your data in a responsible fashion, but ultimately have no control. Partners of Research Ltd and/or our client may contact you confirming receipt of your application. Your data will be located on servers both within and outside the EU.