Following our recent HAI webinar on the changing hiring landscape in the hardware and building materials sector, it’s clear that many merchants are facing the same challenge, roles that once filled easily are now taking months, and the talent pool feels smaller than ever. What’s happening isn’t a temporary blip. The recruitment market has fundamentally shifted, and merchants need new strategies to keep pace.
1. Salary clarity has become essential
Ambiguous phrases like “competitive salary” no longer work. Candidates want to understand the range early so they can make an informed decision before investing their time. Merchants who share salary bands from the outset consistently see stronger engagement and fewer drop-outs.
Transparent salary information has become one of the biggest differentiators in attracting quality candidates.
2. Culture and team fit still matter, but detail matters more General statements about being a good, family-run business aren’t enough anymore. People want specifics:
– What does the day look like?
– How big is the team?
– What pace and expectations come with the role?
– What does success look like in the first six months?
The more tangible the picture, the better candidates can judge whether the role suits their strengths.
3. CVs rarely reflect the true capability of hardware professionals
Sales reps underplay their wins. Counter and yard staff undersell their technical knowledge. Buyers underestimate the commercial impact they’ve had. This is a consistent pattern in our sector.
Structured screening calls remain essential because they uncover achievements, experience and potential that never make it onto the CV.
4. Multi-agency recruitment is creating noise, not speed
Many merchants still turn to multiple recruiters in the hope of widening the net. In reality, this often results in duplicated CVs, rushed submissions and inconsistent candidate care. It also damages employer brand when candidates feel they’re being pushed through a process without clarity.
A single-sector specialist working on an engagement basis can typically move faster, provide better candidate experience and protect the business’s reputation in the market.
5. The cost of a slow hire now outweighs the risk of a wrong hire
Empty seats are expensive. A missing counter person affects customer retention. A vacant sales territory loses market share. Teams carrying a vacancy for months become strained, tired and less productive.
Many merchants are now starting to quantify vacancy cost, and it’s changing how they prioritise recruitment.
6. What the most successful merchants are doing differently
The businesses consistently securing good talent tend to do three things well:
– They move quickly
Clear timelines, short processes and minimal delays.
– They communicate clearly
Candidates don’t need perfection. They need honesty, clarity and consistency.
– They build relationships early
They stay connected with potential talent long before a vacancy opens, reducing time-to-hire dramatically.
Final thought
Recruitment in the building materials and hardware sector is changing, but the businesses that adapt early will thrive. The key is simple, treat hiring as a strategic process rather than a last-minute scramble. With clearer communication, better outreach and a more streamlined approach, hardware stores and builders merchants can still secure strong people, even in a tight market.
Vinny Kelly is a director of Tactical Talent Recruitment. He can be contacted at Tel: 086 336 0362 or 01-9079192, Email: vkelly@tacticaltalent.ie or visit www.tacticaltalent.ie.
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VINNY KELLY – Director, Tactical Talent Recruitment
