Job Description
Job Description Manager, Collection and Recovery
- Spearheading CRI collection and recovery of all projects of recovering NPLs, Outstanding bills on behalf of major Banks and corporations
- Monitoring collection team in order to meet the monthly collection target
- Review and analysis of periodic reports.
- Devising and setting up new processes & procedure for improving collections & recovery time.
- Call monitoring & evaluation of Tele-Collection executives.
- Monitoring the Field executives to collect the pick-ups on time.
- Responsible for sending daily collection report to the management
- Recommend & execute suitable actions to the customers for collection.
- Provide advice and assistance to senior management in the planning, implementation, and modifications to existing operations, systems and procedures.
- Provide first line customer support by answering queries & resolving their issues.
- Preparation of monthly report of unsolved customer's grievances to discuss with the management.
- Build and maintain effective long term relationships with clients.
- Manages overall personnel, performance, and discipline in the assigned area.
- Ensures effective co-ordination in recruitment, selection and induction of new joined
- Co-ordinate with the HR team for Recovery Team setting and performance appraisals.
- Training the employees so that they can consistently generate higher collection.
- Team Management.
- Co-ordination with the dispatch department to timely deliver the Allotment letters, demand letters & reminders to the customers.
- Co-ordination with the site manager to take the status of development on site to send the timely demand letter to customer.
- Monitoring timely banking of all collected cheques as well as the updating of the same in customer's account after clearance. &, also forwarded the same to account department to update in the books of the company.
Job Specification
Is it required that the candidate be having following basic things while selecting new team now:
- A problem solver?
- Optimistic?
- People-oriented?
- Attentive to detail?
- Verbally aggressive?
- Extroverted?
Is it necessary for candidates to be motivated by:
- The drive for financial gain and efficient use of one's time?
- A desire to control their own destiny and that of others?
- A sincere desire to help others?
- The need to know, understand and continually learn new things?
Should the candidate be able to:
- Handle stress?
- Handle rejection?
- Display empathy and understanding of others?
- Accurately evaluate what is said?
- Be persistent?
- Display personal accountability?
- Use common sense and logic in making decisions?
An effective personality assessment validated for use in the hiring process should examine the following three dimensions of a candidate's personality:
- Behaviors: The outwardly visible portion of a person's personality as displayed through actions and communications. This can be determined by measuring how a person responds to problems and challenges, relates to people, handles environmental changes and responds to rules and procedures set by others.
- Values and Motivators: These are the hidden drivers of a candidate's behavior. Typical values and motivators include a drive for money, power, influence, knowledge and understanding; the desire to help others; an appreciation for balance, beauty and harmony; and the search for a system to live one's life by.
- Personal Attributes: No personality assessment is complete without taking into consideration how candidates view themselves, their job and the world around them. By evaluating these attributes, employers can gain great insight on how a candidate will perform and react in certain situations.