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
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.
When One Moves on: Migrating to Pastures New. Written by Bryony Matthews & Matthew Robinson
The only thing worse than a work bestie leaving is probably if the go-to guru leaves. You know the type…they live and breathe insider knowledge and are somewhere between the ‘Yoda’ or ‘Alexa’ of your business.
ChatGPT has nothing on them. They know the ungoogleable.
In fact, they often are ungoogleable – among the few that remain off the grid.
Sometimes talent lies in these hidden gems. Oftentimes, talent hides in plain sight and it is easy to forget how niche the industry really is, as we remain immersed in our day-to-day norm.
As a collective, ironmongers in the construction world very much have hidden talents that will become increasingly more relevant, as the requirement to demonstrate competency rises.
The talent pool, however talented, is limited. And the risks that occur when one moves on, can have a ripple effect.
Addressing this head on, requires a balanced level of awareness so that we can challenge norms, nurture positive responses and steer clear of only reviewing risks from a negative perspective.
This is a challenge in and of itself, but it is important to highlight, that in order to grasp the true impact of when talent leaves the industry, calls first for recognition of the value that lies in the talent that we have.
Competent ironmongers are individuals with a very particular set of skills. Skills that have been acquired throughout their career, skills that would make anyone in the industry with a vacancy say ‘I will look for you, I will find you, and I will hire you’.
Point taken.
So, when talent leaves a niche industry such as ours, both the workforce and employers may be faced with several risks, such as; loss of expertise, decreased efficiency, talent shortage, as well as delays and disruption to business as usual.
With a view to maintaining a solution led focus, we explore some initiatives to help minimise the impacts and inspire some solutions, when one moves on;
Reducing the Risks of Burnout When someone leaves the proverbial building, taking all of their knowledge with them, the rest of the team can be left scrambling for the answer like a countdown conundrum. Firefighting can be caused by many things- but where talent leaving the industry is concerned, the risk of burnout can be proactively reduced through establishing continuity plans.
This involves having systems, processes, and documentation in place to enable others to seamlessly pick up the workload and access relevant information to continue the work – without significant interruption and without unnecessary firefighting. Cultivating and contributing to this way of working also ensures minimal disruption in case one of the team is suddenly unable to work.
Reducing the Risks of Poaching It’s one thing for talent to leave a company, but it’s another for talent to be poached by another industry. When talent leaves, the risk of poaching can increase due to the temptation in others to follow suit, or because of the ripple effect created by the workload.
We know that the workforce has transferable skills that are desirable for head hunters. Simply providing an open forum to discuss issues can help reduce the risk of talent being lured away. Evaluating and benchmarking are both essential practices to help identify gaps and develop strategies to improve.
Where there is no progression available for an employee, ironmongers that pursue a new opportunity but remain in the industry, contribute to the quality, skills and knowledge of the existing workforce and can serve to improve the value and reputation of the sector. Whilst this may create a gap for their employer, the conservation of talent is of benefit to the wider community.
Reducing the Risks of Delays
Positions can remain vacant for a longer period than is comfortable, or manageable. Based on the time it takes to fill positions in the architectural ironmongery sector, it’s important to reduce the impact of delays and any potential disruption.
Job descriptions that are up-to-date, inclusive, and clearly outline how to demonstrate attributes, not only to support development discussions but help to optimise the recruitment process. Employers that are open to training candidates and have a clear CPD structure can naturally reduce delays, by opening the position to a wider pool.
Getting people connected at the right place and the right time, as SFR can do, can also support efficient placements. Knowledge of the recruitment climate can not only help to indicate the potential time it will take to fill the opening, but can help to retain talent in the industry.
Whilst we have looked at the impact on businesses, where individuals are concerned, there are different considerations to be made when looking for a position. This leads us on to part two, where we look at jumbo opportunities and titles.
As professionals navigate the ever-changing landscape of their careers, transitioning to new sectors can feel like traversing a challenging terrain. However, should adventure lead to no more than an elephant graveyard, individuals should be assured that they can absolutely find their way back and reclaim a title to thrive in their chosen field once again.
As the headline that inspired this series suggests, we are ready to respond – ‘Returning Talent, We Welcome You!’.
A fantastic opportunity for full time employment has arisen at a very successful and fast paced, forward thinking Ironmongery business in Birmingham.
Our client would like to recruit an enthusiastic customer focused Internal Sales Administrator.
Internal – Head-office B6
40 hours per week – Monday to Friday
Rewarding Culture
Company pension
Employee discount
On-site free parking
What we would like to you to do.
Handling order and product enquiries via email, telephone, live chat and social media
Daily inputting of customer sales orders via various methods and invoicing orders
Managing orders by reviewing out of stock items and back orders
Booking in deliveries and building shipments online and via customer portals
Processing customer returns and raising credits
Updating and maintaining inventory across all channels
Maintaining customer feedback and account health
Handling customer complaints
Dealing with courier and customer claims
Creating and maintaining website/platform content
Liaising with other departments such as warehouse, purchasing and accounts team
Other general office administrative tasks
If you are successful.
This role presents a great opportunity to work in a fast developing Ironmongery business. The successful candidate for the role will ideally carry following key skills and qualities:
Sound computer knowledge
Capability to understand Microsoft Office Apps, ERP software
Excellent verbal and written communication
Ability to multitask and use own initiative in a busy demanding environment
Confident, thorough and attentional to detail
A quick learner, with a collaborative can-do attitude
Passionate about helping customers
Fast-paced, forward thinking, progressive business, therefore you will need to be able to adapt to change, be a quick thinker, work well under pressure and take initiatives. You will also be self-motivated and able to prioritise your work load, whilst working as a team.
Ability to commute/relocate: Birmingham, B6.
If you are interested in this position, please contact SFR Recruitment Solutions.
Architectural Ironmongery / Door Sets / Locks & Security
SFR Recruitment Solutions are very excited to be working on this exciting position to join an established and leading supplier or Ironmongery and Doorset solutions.
Main Purpose of the Job
To support field sales teams, respond to client’s invitations to tender and manage ongoing projects.
Essential Skills
Scheduling Architectural Ironmongery
GAI Diploma holder
Key Activities
Producing accurate and compliant door schedules and estimates
To ensure that all customers quotations are handled quickly and effectively and are followed up within the time standards agreed.
Manage new and existing projects
To manage clients’ contact at all levels
Be the eyes and ears of the company and provide feedback to the Directors on compliance, developments, competitive innovations, and perceived customer needs
Nice to Have
Knowledge of sales of Timber Door Sets
Reg AI
Relevant professional qualifications
If you are interested in this position, please contact SFR Recruitment Solutions.
Architectural Ironmongery | Internal & External Doors | Access Control | Window & Door Hardware
SFR Recruitment Solutions are very excited to being working on this position as a Mechanical Product Manager.
Our client is a leading global brand of both mechanical and electrical locking solutions and door hardware products.
The Primary Objective
To develop, implement, manage and drive the agreed product range strategies and plans, in order to achieve market share, sales turnover and gross margin objectives for all the Door Hardware brands.
Key Responsibilities & Duties
The key responsibility of the Security Product Category Manager is the management of all aspects of the product group and/or service, in order to create and deliver superior customer satisfaction, whilst simultaneously providing long-term value for the company.
In addition, provide technical support to other selling units, and respective Product Managers, as and when required · Strategic development of the cylinders and padlocks category for both UK and Export markets.
· Collaboration with the lock case product manager for strategic development of the mechanical push button lock category for both UK and Export markets
· Identification of market gaps, key value chain drivers, trends and customer profit potential
· Aligning product development with group strategies where possible
· Consistent and regular interface in the field – customer/commercial market – VOC
· Support and drive product sales through proactive activities to support the field based commercial team · Initiate and own market research, obtaining buy-in from relevant stake holders producing creative and original specifications for best-in-class customer centric products working with product Marketing and sister companies where appropriate
· Create and sponsor generation plans to drive NPI and product lifecycles
· Full and coherent understanding of competitors products and positioning in the market
· Understand and translate all industry standards and leverage to commercial advantage
· Overall management and co-ordination of New Product Development programs on time and to budget
· Creation of effective cost/price/value propositions maximizing turnover and profit potential for the business, driving market share and the re-investment in the brands
· Full commercialization of new product launches
· Monitoring and tracking of KPI’s
· Turnover · Profitability
· Stock Control
· SKU Management
· NPI delivery
· Proactively represent the Company and its interests at Industry events
· To be a proactive member of the Product Management Team.
We have an exciting opportunity for a Contracts Coordinator to join our team in London.
Due to a continued increase in business, we are steadily growing the team, and we are currently looking for a Contract Coordinator – London.
We’re looking for someone with an eye for detail, who can combine precision with superb customer service and people skills.
This is a fantastic prospect to join a company that prides itself in developing employees, ensuring they are equipped to meet their goals and targets.
The successful applicant will also have autonomy to diversify their role within the branch and progress throughout the group.
Your main duties will be to manage the post-order activity on projects which may contain products across a range of different solutions (i.e., ironmongery, doorsets, access control),
coordinating the project(s) efficiently, correctly and to the customers deadlines, as well as maintaining information chronological to build a project timeline.
Key Responsibilities
• Be the first point of contact for customers, managing the end-to-end process from order to delivery and ensuring activity is correctly documented.
• Liaising with customers, suppliers, and internal departments to ensure that projects are delivered on time and to standard, with a key focus on exemplary customer service.
• Costing (including revisions) and commercially reviewing projects to ensure the business maximises its opportunities. Training on this, branch processes and systems will be provided.
• Forming connections with customers and key internal stakeholders, building trust and effective workplace practices.
Skills & Experience
Essential
• Natural communication, a team-oriented mentality, excellent interpersonal skills
• Strong IT skills (especially Microsoft Excel & PowerPoint), numerical and organisational
skills, and an excellent telephone manner
• A practical and efficient manner with effective time management and a precise and methodical
attitude to tasks
• Self-motivated and focused, with a desire to provide the highest levels of customer service
Desirable
• Experience in contract management, architectural ironmongery/doorsets, or the construction industry
• Relevant industry courses such as DipGAI or FDIS would be attractive but not necessary.
What you’ll get in return
23 days annual leave, plus bank holidays
• The chance to join Grab – our one stop shop for all things discounts, benefits, communications and recognition
• Company bonus scheme
• A contributory pension scheme
• Awards where our colleagues are recognised quarterly and annually
• A generous staff discount scheme
• A range of training and development programmes to help you progress your career
If you are interested in this position, please contact SFR Recruitment Solutions.
Our client is a leading brand of Architectural Hardware products selling to the trade, merchant and distribution channels.
They are looking to recruit an Area Sales Manager with experience of selling construction products. Preferably someone that has sold to trade accounts. (ironmongers / merchants / DIY)
Our client is well known to the trade, with an excellent reputation. It is important to deliver high standards of customer interaction and service.
Responsibilities
To manage existing architectural ironmongery and builders merchant accounts in the Southwest territory.
Develop new sales business with existing accounts in the territory
Actively developing new business accounts
Working hours
Monday to Friday, 8:30 – 17:00
1 hour lunch break
Salary – £35,000.00 – £42,000.00 dependent on experience (negotiable)
Company car / or allowance and fuel card
Non – contractual bonus based on sales/ non- contractual spot bonuses
Family run business with a low labour turnover
Auto enrolment into the government workplace pension scheme
Expenses paid for.
Please get in touch with Matthew at SFR Recruitment Solutions if you wish to learn more or apply for this position.
