Our client is an established family business and leading supplier of Ironmongery and Builders Hardware.
Benefits
Family business
Growing division
On site parking
Great facilities
Supportive culture
Excellent management team
Working hours are 08.00 to 5.15pm Monday to Thursday and 08.00 to 5.00pm on Friday (41 hours per week)
Salary of £11.44 per hour (£24,390)
Role Description Service customer’s requirements & providing technical support as required. Key measures of success are the efficient handling of sales enquiries, avoiding unnecessary discounts & accurate order processing. Assist with general warehousing activities as directed by the line manager.
Qualifications
Process customer orders accurately.
Ensure the customer’s requirements are carried out in a timely & efficient manner.
Provide technical support & advice.
Appraise your manager of product developments & new sales opportunities.
Make your manager aware of customer complaints.
To work closely with the other members of the sales team, estimating, warehouse & transport.
Maintain a tidy & accurate stock
Ensure goods returned are dealt with promptly & accurately, making sure they are in a suitable condition to be returned to stock or suppliers.
Work within the set discount structure unless authorised by your manager.
Help in other departments including despatch and goods inwards.
Stock taking.
Key cutting & basic locksmith work.
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Nurturing Development & Creating an Oasis. Written by Bryony Matthews & Matthew Robinson
If you’ve been following the first two parts of this series, you’ll know why Liam Neeson’s iconic quote in Taken, Disney’s The Lion King, and even the British reality TV show Come Dine With Me, have been referenced in relation to the ironmongery sectors workforce.
As we reach the finale, you might wonder how themes of breaking an entry, children’s stories and the pursuit for culinary perfection can conclude in an all-encompassing fashion.
It is particularly challenging for anyone when opening dialogue to discuss the elephants in the room, to guide the conversation in such a way to ensure it is not too hard – and not too soft.
We can take a cue from Goldilocks, to connect the aforementioned themes, highlight the takeaway for the finale topic and draw the series to a close.
When it comes to creating an oasis in the work environment and nurturing personal development, we want to get it ‘just right’. Unlike the example that can be found in Goldilocks, however, we don’t want to do so at the expense of disrupting others.
There is a risk that what works for one, doesn’t work for another. And insufficient plans can be a catalyst in the pursuit of jumbo opportunities and desire to migrate to pastures new.
Cultivating an environment that encourages professional development and a working environment to thrive in, requires both a collaborative effort, and understanding.
Whilst Goldilocks had no business in doing so, there is a benefit in trying new things to find the best outcome. With so much specialist training available for different areas of CPD, here are some initiatives that can double up as ways to help in addressing development and creating a healthy work environment, in a new way:
1. Learning Effective Meeting Strategies
If Family Fortunes surveyed the top things people say when leaving a meeting, ‘that could have been an email’ must be at the top of the board. Every meeting that is perceived as ineffective or of adding little value, risks chipping away at engagement as well as morale, and sets the expectations for undesirable meeting culture. Various studies and research highlights just how much time is spent in meetings and is considered as unproductive. Investing in developments to improve meetings is a great way to change culture and ensure a nurturing, refreshing environment to be part of.
2. Understanding Different Learning Types
Catering to different learning styles is not only beneficial for creating great presentations and training sessions, but directly impacts the retention of new information for your staff. By being inclusive of different needs, the overall learning experience becomes diversified and much less stagnant.
When investing in education and CPD, understanding learning types can indicate where additional support or time may be required due to the course material and its delivery methods. Without considering and assessing needs, there is a risk in terms of the return on investment from the learning objectives.
3. Cater to Different Motivating Factors
Reward schemes should be fair but that doesn’t mean they have to be a one size fits all solution. There are many initiatives on the market that support learning and development, gamification for objectives and encourage personalised rewards. This level of flexibility provides a level of autonomy and accommodates how one’s goals may change over time.
It is important to understand motivating factors and review throughout one’s career, however there is a risk that this information will not be shared unless there are strong foundations of effective communication and validation of progression needs.
4. Introducing Training Mentor Opportunities
As covered in part two of this series, there are not many titles for the taking. In some cases, this may mean that career progression looks like an uplift for taking on additional responsibilities. Even within the niche of ironmongery, there are further specialisms, whether it is product specific knowledge or a skill.
Utilising the experience of long-term employees and providing clear structures for mentoring can help to provide new opportunities for existing staff and open entry positions to a wider pool of candidates who can develop as the next generation of our workforce.
5. Education & Training in Specialisms
Having the appropriate learning frameworks in place will help in outlining the particular skills, knowledge, experience and behaviours required to fulfil duties in a role. With the recent adaptation to the GAI’s education programme, there is now opportunity to choose a specialist area at Level 3.
Utilising both education and learning plans, there is greater opportunity for less generic and more guided learning and engagement with the relevant and necessary CPD’s to support development of the workforce according to their needs.
As we reflect on this series, from considering why people leave, as well as the opportunities and oasis that talent is looking for, it becomes apparent that the elephants in the room all have commonality when it comes to mitigating the associated risks.
Our ability to connect, and remain connected, is at the heart of successfully addressing these matters.
That is not to say that connections are limited to one dimension.
Remaining connected includes being open to growth and supporting development, even when it means parting ways. Hiding away from such conversations can be counterintuitive where departure is inevitable.
There is much to be said for a community that not only allows but encourages someone to explore a new challenge, even if only to return in a boomerang fashion.
There is much to be said for a community that hands down knowledge and invests in the future.
There is much to be said for companies committed to ‘help the herd’, and last but not least, address the elephants in the room.
Our client is a leading European Manufacturer and one of the world’s leading providers of electronic locking systems, access control, and contactless mobile key solutions.
About the role
We are looking for an Account Manager based in the North of England.
The main goal of this role is to be responsible for meeting short-term business objectives while achieving long-term growth and increased levels of customer satisfaction, with the mission of achieving revenue growth targets.
We welcome candidates from a variety of backgrounds, including, construction and security sales.
Benefits
Competitive salary
Company vehicle
20% bonus scheme
25 days holidays plus bank holidays
Generous pension scheme
Flexibility – home based role
Necessary product knowledge training
Area technical support
As an Account Manager, you will be responsible for:
Handling all sales enquiries received from potential and existing customers.
Preparation of quotations.
Executing the strategic plan for the appointment of the network of distributors in the assigned area, maintaining high quality control over their performance.
Prospecting of potential customers.
Working together with Project Management, Technical Support and Customer Support to ensure successful installations, training, and handover to customers.
If you would like to learn more about this position please get in touch!
Our client is an established family business and leading supplier of Door Entry and Access Control solutions to security installation sector.
Benefits
Family business
Growing division
Monthly commission on sales
Supportive culture
Excellent management team
Company Car
Role Description This is a full-time remote role for a Door Entry and Access Control Account Manager.
The Door Entry and Access Control Account Manager will be responsible for building and maintaining relationships with clients in the door entry and access control space. The Account Manager will be responsible for developing a strategy to increase sales in the assigned territory, and will work collaboratively with the sales team, new business development executives and systems integration partners to identify, qualify and close business opportunities.
Qualifications A minimum of 3 years of experience in sales, preferably in the Audio Visual or Security industry
Demonstrated ability to build and maintain long-term relationships with clients
Excellent communication skills, both verbal and written
Proven ability to achieve sales targets while maintaining customer satisfaction
Comfortable working remotely, and ability to travel as required
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Our client is an established family business and leading supplier of Door Entry and Access Control solutions to security installation sector.
Benefits
Family business
Growing division
Monthly commission on sales
Supportive culture
Excellent management team
Company Car
Role Description This is a full-time remote role for a Door Entry and Access Control Account Manager.
The Door Entry and Access Control Account Manager will be responsible for building and maintaining relationships with clients in the door entry and access control space. The Account Manager will be responsible for developing a strategy to increase sales in the assigned territory, and will work collaboratively with the sales team, new business development executives and systems integration partners to identify, qualify and close business opportunities.
Qualifications A minimum of 3 years of experience in sales, preferably in the Audio Visual or Security industry
Demonstrated ability to build and maintain long-term relationships with clients
Excellent communication skills, both verbal and written
Proven ability to achieve sales targets while maintaining customer satisfaction
Comfortable working remotely, and ability to travel as required
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Our client is a leading British Manufacturer of fire resistant glazed doors, sliding doors, partition walls and window sections. Ideal for use in offices, shopping centres, airports, hotels, hospitals, schools and similar public buildings.
Seeking to hire a Business Development Manager.
Benefits
Attractive salary, bonus and car allowance
Channel Management
Product Management
Backed by a large group
Ambitious and driven management team
Stability and longevity
Person
Ability to cover the UK
Sensibly located to cover the UK
Route to market is more important than product knowledge
3 years in a similar role
Passionate and driven
JOB DESCRIPTION/DUTIES
To launch the new range of the fire Insulated, glazed door and screen products into the UK market. Identifying routes to market, customers, end users and market channels.
Quickly gain a technical and sales knowledge of the product range. Such that you will be, in a position to provide customers, contractors and internal colleagues, with full support from initial sale through to final installation.
Prospect for new customers using whatever medium is appropriate. Maintaining detailed records of contacts made and results achieved.
Selling to and advising, end users, contractors, architects.
Utilise the Barbour ABI system to help you locate potential projects and contacts.
If you are interested in this position, please contact SFR Recruitment Solutions for a complete job description and a confidential conversation.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
Jumbo Opportunities & the fight for Heavy – Weight titles. Written by Bryony Matthews & Matthew Robinson
Over 986 million.
That’s the amount in US dollars that the highest-grossing traditionally animated film of all time made during its initial release in 1994.
Even in the animal kingdom, titles hold great social relevance- a concept that The Lion King’s narrative is hinged upon.
With its power to evoke emotions, it’s no wonder that the enchanting tale strikes a chord with us.
In the movie, when it comes to being King; Scar was overly entitled, whilst Simba was largely burdened – two polar opposite belief systems, that many of us may have witnessed in others, especially in relation to the working environment.
Whether it’s the formalities of being addressed properly, or what we do for work: titles can be a sensitive area, as they serve to summarise who we are- and what we have achieved.
In the pursuit of a winning title, however, we want to keep any recipes for disaster in the past, much like the ‘Come Dine With Me’ archives.
Titles might not be weighted to everyone in an equal sense, and for some: it might not matter at all.
Putting personal preferences aside, it’s important not to glean over the fact that it matters to some, and recognise that our titles go hand in hand with our career development, along with any respective promotions.
When it comes to new opportunities, a job title can offer clarity and succinctly represent the duties and expectations of the role and its responsibilities.
There is a risk, however, that it doesn’t.
This can cost time and money, delaying the efficiency of the recruitment process and the overall experience for our sectors workforce.
Integrating a new member of staff is a shared experience- it can impact the whole team and their respective workload, well-being and morale, both positively and negatively.
When it comes to the ironmongery sector, there aren’t many titles for the taking. Anyone looking for a heavy-weight title will want to ‘float like a butterfly, sting like a bee’ – not struggle to punch, like a fight in a dream.
It’s important for development and progression to be attainable to retain talent, or the zest for progression has potential to come and go as quickly as the latest viral TikTok.
In comparison to other sectors that may offer more consistency in titles and their respective duties, job titles in architectural ironmongery are often influenced by the size of the business and the number of departments – as a result, roles can include very different responsibilities, from one company to another.
The comparison for opportunities therefore, is not necessarily apples for apples, posing a risk that other sectors can be more appealing based on a more ‘weighty’ title.
SFR reveals a closer look into how strategic job titles can influence the recruitment process. Here are some insights and solutions to the matter at hand;
1. Reflecting the Problem: In some cases, hiring managers end up changing job titles and descriptions to attract more suitable candidates, after low engagement with vacancies. It’s essential that a job title accurately reflects and communicates the challenges and objectives a company aims to address, and it may require thinking ‘outside of the box’ to efficiently attract talent that is aligned with the mission and vision.
2.Considering Responsibilities: It is necessary to address the demands placed on the business to both determine and highlight the appropriate level of seniority and responsibility for each job title. Ensuring clarity on structure up front ensures that the expectations are understood and explains differences from one company to another, without assumption.
3.Communicating Flexibility Levels: Recognising that the size of the company largely impacts job titles and organisational structures, discussions should include where flexibility can be offered, or where there are more rigid hierarchies. This can help with a seamless fit into the business and avoid assumptions that a job title might come with expected levels of rigidity or greater flexibility.
4.Fostering a Culture of Growth: Understanding how much someone is driven by their title helps in creating a culture that values talent development and growth. Clarity relating to the job title, such as how the role might transition into a more senior role, or what training aligns with the expectations and responsibilities of the position can motivate and retain top talent.
5. Prioritising Individual Development: Implementing individual development programs to nurture and support future talent ensures that growth is not left to chance. By offering personalised growth plans, organisations can address any discrepancies in expectations relating to the job title early on and ensure that employees have the opportunity to reach their full potential.
By reviewing these factors, companies in the architectural ironmongery sector can attract top talent, reduce risks, and create a thriving workforce.
Whilst strategic methods can be used to attract talent through an effectively communicated job title, the creation of great opportunities is multi-faceted.
Where candidates are concerned, the pursuit for what is ‘ideal’ is personal, and it can easily leave anyone lost in the woods.
If you are looking for your next jumbo opportunity, remembering to remain open to exploring options, trying new things and asking key questions goes a long way in finding the right fit.
