Returning Talent: We Welcome You!

Do you feel you’re struggling to recruit from a small pool of candidates? SFR Recruitment Solutions explains that companies should be openminded and welcome candidates who choose to return to the industry after leaving. After all, there are many reasons why a candidate might leave the sector and we should encourage their experience and knowledge returning to the industry.

Let’s look into the reasons why candidates leave and return.

Reasons candidates leave the sector:

• Their last employer maybe didn’t develop, nurture, or support them in their ironmongery career and frustration led to them leaving.
• It’s early in their career and they haven’t built up an affiliation to the ironmongery sector.
• Maybe they relocated or joined a family business, taking the direction of their career temporarily.
• The elephant in the room, other products sectors may pay more.  

Reasons candidates return to the sector:

• It’s an incestuous industry that people seem to build a connection with and find themselves wanting to come back to build upon their experience.
• They may possess a Guild of Architectural Ironmongery qualification which is sort after knowledge and is actual ‘armoury’ to aid a future return.
• They see the ironmongery has having great career potential due to its nicheness and realise that returning gives them a foothold to further develop their career further.
• They actually miss the ironmongery industry and realise, after leaving, that it’s where they belong, they are ‘part of the ironmongery furniture’ so to speak.

The importance of industry experience

Over the last couple of months, we have helped three candidates return to the sector in the following roles:

• Specification Sales Consultant 
• Internal Sales Executive 
• Technical Sales Manager

All three candidates had GAI qualifications, one had level 2 but had failed level 3, two had level 1. We were also working with another candidate who had foundation level and was keen to study for level one but had been made redundant. 

The advantage of being a sector-based recruiter is that the candidates who have the desire to stay, progress or return to the sector know who to be registered with – SFR Recruitment Solutions. The recruitment process from a candidate and client perspective is more professional, and is a long-term partnership. Finding the perfect fit is of utmost importance to sector-based recruiters who are trusted to deliver and rely on not only candidates returning but also clients. Sector experience is important and, likewise, ironmongery businesses like a candidate who is willing to learn and commit to sector-based training.

Studying GAI qualifications means that not only do they have industry experience but it also shows that they are committed to the sector. It shows determination and willingness to expand their technical knowledge to help them on the job, it shows a keenness to progress their careers within the industry. It’s not learning that can be applied outside the industry, and the course content can be quite heavy and challenging, often requiring a personal ‘time’ commitment. Say if there are two candidates who both have ironmongery backgrounds, but only one has GAI qualification, the later candidate will naturally be more attractive. 

The advantage of using an industry recruiter 

Why fish in the ocean when you can fish in industry specific or ‘niche’ waters. It saves time and money. Mainstream recruiters don’t have the industry knowhow or contacts, resulting in a lower quality of candidate and a higher failure rating (staying in the role less than 12 months). There’s a tendency to try and fit a square peg into a round hole, and a risk whether the candidate will adapt/transition or enjoy working in the sector. 

Embrace returning candidates

We encourage clients not to judge candidates who want to return to the industry, but see it as a positive thing. It is important to have a strategy in place for retaining talent, but when it slips away beyond your control, make sure to leave the door open.

Having a GAI qualification, it is a good way of backing up candidate’s experience and is a pathway back into the sector. Candidates in this position should definitely register with a sector-based recruiter. Matthew Robinson explains “We welcome candidates that say have had an apprenticeship or possess a couple of years’ experience within ironmongery sector to register with us. A keenness to work towards attaining a full GAI diploma – these are really positive words to hear.”  They stand more chance of being snapped up when they already have industry experience and/or qualifications, and the compensation and benefits package on offer can be more attractive for that perfect fit. 

The benefit for clients of embracing returning candidates is that they are often keen continue their industry qualifications, having made a commitment to return to the industry. Candidates are often hopeful of career progression that gives them a thirst to learn, this type of candidate has the potential to be a ‘prime catch’ and with the right support, development and nurturing can go on to become a long-serving employee with invaluable knowledge.

At SFR Recruitment Solutions we considerably reduce the search time for our clients by finding them excellent industry experienced candidates to interview. As well as knowing the sector really well, we also work closely with our clients, listening to them and taking down a precise brief.  SFR Recruitment Solutions are specialists for the Architectural Ironmongery, Doors, Access Control and Door Hardware sector. If you are looking for any support with recruitment or need any advice, get in-touch with Matthew or Jamie at www.sfrrecruitment.co.uk.