Understanding the roles and organisations in HVAC – An HVAC Beginner’s Guide

Posted on May 17, 2013 by Thornhvac

Question: What’s the difference between an HVAC contracts engineer and an HVAC projects engineer?

Answer: It depends who you ask.

As anyone who works in the HVAC sector knows, it’s made up of such a diverse mix of companies that it can be very difficult to explain who’s who and what’s what.

The HVAC umbrella covers manufacturers, distributors, main contractors, sub-contractors, wholesalers, consultants and architects. Within each part of the industry there are literally dozens of job titles, each of which means something slightly different depending on the type of company – and who you’re talking to.

Is it any wonder then that newcomers to the industry struggle to understand the complexities of the industry and how it all fits together? The idea that a consultant will specify the equipment to be used on a project on behalf of a developer but that the same equipment will then be bought by another company, a contractor, is quite a complex idea for someone outside the HVAC field.

The same applies to job titles. When is a project engineer not a project engineer? When he’s an application engineer of course, or a project manager. All three could be doing the same job but with very different titles.

As a company that works exclusively within the HVAC industry we know it like the back of our hand and as recruiters we overcome the difficulties mentioned by defining the roles we advertise accurately and in great detail. We’re specialists working in a niche area and our knowledge has been built up over many years.

The challenge for an HVAC sector that wants to draw in new talent and skills is to find a way to help those who are keen to learn more about the industry.

If only there were an HVAC handbook for those who are new to it all to refer to and understand where their skills fit in.

When the point was raised with the BSRIA they responded to say that although there were several directories listing HVAC firms, none went into detail about what each company did.

So here’s a challenge to industry experts. Where can a learner go to find out about your industry?  We have a good bottle of the Wine Society Favourites for the most useful answer!

Savvy HVAC Industry and Career Advice from Thornhvac

 Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

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Social Media as a Career Tool for HVAC Professionals

Posted on May 9, 2013 by Thornhvac

Social media isn’t new but the way people use it changes almost as quickly as the content on their news feeds. Take Facebook for example. It was once the preserve of teenagers who couldn’t wait to share the ups and downs of their lives with their friends. Now that mum and granddad are amongst their contacts they’ve unsurprisingly moved on to new platforms like Snapchat and Instagram.

Whatever the latest social media trend may be it’s fair to say that the majority of people – and employers – are on LinkedIn, Facebook and Twitter and when it comes to furthering your HVAC career it’s worth bearing in mind how these channels might help and hinder your career progression.

Social media can be a powerful tool for finding your next role so here are our top five tips for maximising the opportunities.

1.      Target Your Search

Do use key words in your LinkedIn profile or Twitter bio to help recruiters and employers track you down. If you’re in Air Conditioning and you’re a Sales Manager, say so. Simplify sophisticated job titles so the un-sophisticated recruiter can find you! Don’t go too far though. It won’t do your credibility much good if you post statuses saying that you’re actively looking for work. Subtle messages that shout about your successes, achievements and industry knowledge will be far more effective.

LinkedIn’s search facilities also make it easy to research potential contacts by sector, job title and region. Draw up a list of people you’d like to connect with who you think could be beneficial to your job search or career prospects.

2.      Get Connected

How often have you had a conversation with someone at the gym or on a night out and discovered they have professional connections you had no idea about, even though you’ve known them for years? That’s why it can often be beneficial to invite personal contacts from your email address book to connect with you on LinkedIn as you build your professional network. When it comes to Facebook, though, it’s best to restrict this particular platform to social activities. You wouldn’t put your holiday snaps on LinkedIn so keep your work contacts and Facebook friends as far away from one another as possible.

3.      Keep it Personal

When you’ve drawn up a list of potential contacts on LinkedIn don’t approach them with a generic message inviting them to connect. Writing a personal message to go with each invitation means you’re far more likely to be remembered. On Twitter listening is as important as speaking. Look at what other people are saying and engage in conversation with users who have similar expertise or interests. If you work in the air conditioning sector, look out for the latest news and share it with your followers. That way you’ll raise your own profile as well as making valuable contacts within your industry.

4.      Mind your Manners

Because of the casual nature of social media, it’s easy to get carried away online. Don’t forget who’s looking and make sure your online profile is up to scratch. If in doubt, Google yourself. Don’t forget to check Google images too for any unexpected party photos you might have been tagged in on Facebook. Time spent checking your privacy settings on Facebook is time well spent as HR professionals and recruiters will usually check your online reputation as well as your resume.

5.      Boost Your Credentials

LinkedIn is undoubtedly the most effective career tool for HVAC professionals so make sure you’re using it effectively. It’s your personal shop window giving you an opportunity to let potential employers and contacts know who you are, what people think of you and where your expertise lies. Ask for recommendations from key contacts and move them up above school and previous roles so that people see them straight away. Use plenty of key words in your profile summary and think about joining industry groups to make it easier for other HVAC professionals to find you.

Social media can be a fantastic way of raising your profile and connecting with the right people. It’s worth remembering that it’s only the start and in such a fast moving environment you’ll need to have your CV up to date and at the ready to react to any opportunities that might arise.

Savvy HVAC Career Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

 

 

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How the Green Deal will affect your career in the HVAC sector

Posted on May 2, 2013 by Thornhvac

The Government is on a mission to encourage Britain’s 26 million households and 4.5 million businesses to save energy. There may have been a big fanfare to announce the launch of its well publicised Green Deal but what does it mean for those working in the HVAC sector and should HVAC manufacturers be rolling out the red carpet?

High Demand

The most recent figures suggest people are really switching onto the Green Deal. More than 9000 Green Deal assessments took place in the first two months of the scheme and there seems to be genuine interest from domestic energy users who are struggling with rising gas and electricity bills. The fact that consumers are enthusiastic means landlords and businesses are likely to see the benefits to. The message for those working in the HVAC industry is that if this trend continues they should definitely be gearing themselves towards this potentially lucrative new market.

Bright Ideas

The latest thinking in the industry is that HVAC manufacturers will need to look at their product ranges and assess their efficiency credentials if they are to maximise any Green Deal opportunities. Products that can be sold on their energy efficiency benefits are therefore likely to have a bright future and new product development and innovation should probably have a strong focus on energy saving.

A Warm Glow

If your company is an approved supplier under the Green Deal, this fact will undoubtedly leave a warm glow in the hearts of potential clients and customers and will ultimately be likely to win you a share of the flourishing green market. Likewise, if you are looking to further your career and can demonstrate a thorough understanding of how the Grean Deal is shaping the industry, you’ll be turning the heat up on your job prospects.

Fanning the Flames

The enthusiastic response from home owners has already inspired 48 firms to become authorised providers according to the latest figures with more than 800 registered to carry out installations. The general feeling in the industry is that as the Green Deal catches on there will be an ever increasing demand for expertise in this area creating new opportunities for HVAC manufacturers and those working in the sector.

Full Steam Ahead

Some of the biggest names in energy and efficiency are putting their money where their mouth is to push the Green Deal forward. The Green Deal Finance Company (GDFC) has signed financing agreements with the DECC , the UK Green Investment Bank and stakeholders such as British Gas, Kingfisher, Carillon, PwC and npower to provide financial support for Green Deal Providers to put together and promote Green Deal Plans. Not only does this present opportunities for HVAC businesses, it also provides a secure future for sales professionals with knowledge and experience of energy efficiency technology or products.

Savvy HVAC Career Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

 

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How HVAC Businesses can bypass the banks and borrow from their peers instead

Posted on April 26, 2013 by Thornhvac

However much HVAC manufacturers may want to innovate, develop new products and grow, the challenges they face in securing the capital needed from the banks seem to be stifling those ambitions. It’s a difficult situation to be in, particularly when you consider that the companies most likely to remain strong through tough times are those that can stay ahead of the market.

One of the latest alternatives to banks  is Peer to Peer lending. This is a relatively new concept in the UK that allows individuals – from students to wealthy private investors and hedge funds – to lend to each other and to small businesses. It aims to provide better returns for lenders than from a bank deposit account while offering easier access to credit for borrowers. It is a small sector – only £100m-£200m a year changes hands on these websites – but is growing rapidly.

Bypass the banks

At the moment banks can be little more than an umbrella when it isn’t raining. Anyone in business knows that they generally need more support during tough times, which is exactly when the banks seem to shut themselves indoors and wait for the clouds to pass. Big firms may be able to issue corporate bonds direct to the market but SMEs can be left in the lurch. Peer to Peer lending offers a more reliable source of funding for small companies with decent credit ratings.

Meeting your match

Peer to peer lending connects investors directly with companies who want to borrow to expand or need working capital to fulfil a big contract. This means the individuals lending the money have looked at your idea and believed in it enough to offer the finance. A peer to peer lending site will open up opportunities with hundreds of potential investors and connect you with the ones that really want to finance your venture.

The best rate

Instead of having to go with your bank’s interest rate for a loan, peer to peer pending will pitch multiple investors against one another as they compete to lend you the money you need. This leaves you to pick the best option and interest rate from all the bids.

One point of contact

You may end up with a number of investors clubbing together to provide your funding but by using a peer to peer lending site you will pay one monthly repayment to the site which will then be distributed between the investors on your behalf.

We may not be financial experts but we do understand what it’s like to run a business and because we deal exclusively with HVAC companies we also understand their frustrations as they seek to grow and improve their offering.

To find out more take a look at some of the peer to peer business lending sites available:

www.fundingcircle.com

www.thincats.com

  Savvy HVAC Industry Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

 

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How creating the right working environment can help HVAC manufacturers stay ahead of the competition

Posted on April 18, 2013 by Thornhvac

Here’s the dilemma. Employers want committed and passionate staff who can make a real difference to their business. Employees are looking for job satisfaction, a company that values their contribution and a chance to make an impact on sales and performance.

If you’re scratching your head and wondering where the problem lies, you’re not alone. We never cease to be amazed by the number of companies that are fully aware of the correlation between staff engagement and competitive advantage yet fail to translate this into their own organisational culture.

We’ve talked previously about how HVAC manufacturers can improve their competitive edge by listening to their staff and those staff will be more willing to build relationships with clients and share the information they gather with their employers if they work in an environment that encourages them to do so.

Here are our five tips for creating the perfect working environment to give your HVAC business the competitive edge.

  1. Create a culture of openness. Don’t be afraid to share information with your staff. Employees like to know how the company is doing, where it is heading and how they can help.
  2. Develop a mission statement. This should be more than a PR exercise to create a snappy strap line. Taking time to discuss your company’s culture and values internally will help you and your staff understand what’s important and how they can support those aims.
  3. Make people feel like they belong. Relationship strategies help to build a sense of belonging which fosters team working and ultimately changes the nature of the organisation. When people feel as if they are an important part of the workplace family they will show loyalty and commitment, sticking together through the ups and downs.
  4. Ask for feedback. The best way to find out if you’re on the right tracks is by asking your staff why they like working for you. It helps them reflect on the positives and gives you an understanding of what you’re doing well, making it easier to communicate your culture during recruitment.
  5. Listen to your staff. Asking the right questions is one thing. Listening is quite another and it means switching on to their complaints as well as their compliments, especially when they have something to say about your clients or want to pass on feedback about products, service or competition.

Savvy HVAC Career and Employment Advice from Thornhvac

 

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

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HVAC High Performers Offer Better Returns in a Recession

Posted on April 12, 2013 by Thornhvac

HVAC High performers offer better returns in a recession

When cash is tight it’s often the more expensive things in life that go by the wayside. Meals out, designer handbags, football season tickets – all those non essentials that nevertheless make life a bit more interesting.

And whilst many employers believe the same applies in the workplace, there are dangers ahead for those companies that think economies can be made by swapping their premium performers for bargain basics.

Tempting as it may be to go cheap and fill your technical sales, project management and other customer facing HVAC roles with interns, apprentices and average performers with minimal experience, there are five key reasons why failing to recognise the value of high performers is a high risk and potentially costly strategy.

  1. Two for the price of one – Technical staff such as engineers tend to have either specialist knowledge or customer facing skills. High performers have both.
  2. Doing a deal  - Not only are high performers more successful at securing contracts, their negotiation skills mean they also achieve better margins on sales.
  3. Spreading the wealth – High performers raise the bar in an organisation, providing a benchmark for others to reach – and because they see themselves as working “with” an organisation rather than “for” it they’re only too happy to share how they work with the rest of the team.
  4. Shopping around – During recession it can be hard to increase sales in traditional markets. High performers are strategists and they’ll find new ways to win business, seeking out opportunities elsewhere to explore new markets or take market share from competitors.
  5. Lowering risk – High Performers reduce your risk. They are unlikely to demand a high basic salary because they have confidence in their own ability to generate commission or bonus from increased sales and profitability. Win win.

Thornhvac specialises in identifying high performers for organisations that believe good people are the secret to great business performance. See the high performers section on our website for more information.

Savvy HVAC Career and Employment Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

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Writing a Good CV – What to Include for Air Conditioning and HVAC Sales Jobs

Posted on April 8, 2013 by Thornhvac

It’s a common problem. You respond to dozens of job adverts and hear absolutely nothing in return. Of course, these employers don’t know what they’re missing. They haven’t met you yet. They’ve only seen your CV.

And that’s exactly our point. Why is your CV not jumping out to all these potential employers and shouting “interview me”? And how do you use that short career resume to give them an insight into who you really are?

A CV is a powerful tool that needs to work as hard as it can to get you to the next stage. It has to say it all – who you are, your skills and how employable you are –  quickly.

Here are our Five Bs for a great CV:

1.    Be Brief

Ideally your CV should be no more than two pages, three at the most. Any longer and it risks being put to one side for later – and never looked at again. Use bullet points to make it easy to read and refer back to.

2.  Be Proud

If you’re a good salesman, with a great track record, make sure your CV says so. If you’ve smashed your target by 50% or you’ve added an extra £1m on your sales figures, shout about it. If you’re number two or three in the sales team, that’s a pretty good boast too.

Consider putting a personal profile or statement at the start of the CV mentioning your performance  highlights.

3.  Be Specific

If you’re a sales engineer, interviewers will want to know who you talk to as well as how you do it and your track record. It’s OK if you prefer to keep consultant and contractor names out of the CV but put something in there that will demonstrate your calibre, e.g. “I have worked exclusively with the top 5 biggest M&E consultants in London for the last 3 years.”

4.  Be Honest

Did we really say that? Definitely. Don’t say you’re a Regional Sales Manager when you’re not; don’t imply you’re the top performing sales guy when you’re not; most importantly of all, keep your employment history factual. Don’t add years on or take two or three employers off because it didn’t last as long as you hoped. It’s a small industry – you’ll get caught out.

5.  Be Relevant

Don’t be afraid to tweak your CV slightly for each job application (do remember to keep a copy of each version to refer back to). Your skills should match those of the job description as closely as possible and you may want to prioritise certain skills if you know a specific employer will think highly of them. When it comes to shouting about your talents, technical qualifications, awards for achievement and promotions should be top of the list and anything further back in your career history or relating to time spent in a different industry can be noted down in far less detail, if at all.

Savvy HVAC Careers Advice from Thornhvac

 

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

Posted in Air Conditioning, Candidate Services, CV Tips, Engineers, Heating, High performers, HVAC careers, HVAC Jobs, HVAC Recruitment | Tagged , , , , , , , , | Leave a comment

How listening to staff can help HVAC manufacturers improve their competitive edge

Posted on April 3, 2013 by Thornhvac

It won’t come as much of a surprise to hear that we spend most of our working day talking to people who want to leave their jobs. We’re recruiters after all.

What is surprising is the fact that most candidates tend to give the same old reasons for moving on and many of the problems they face are not only having an impact on staff retention but also on customer relationships.

We’ve often thought that if employers took time to gather feedback from employees about how they feel or where customer service and products could be improved they might be able to implement change before their best people walked out of the door – perhaps taking their best customers with them.

Here’s a fly on the wall insight into what disgruntled employees tell us when they come to us looking for a new challenge, and what HVAC manufacturers can learn to improve client and staff relations.

They’re not listening

One of the most common reasons given for work dissatisfaction is an employer who doesn’t appear interested in the views of its staff. An enthusiastic sales person who tries to pass on valuable feedback from a customer, only to have their initiative ignored, will inevitably feel undervalued and frustrated.

Companies who empower their employees to make a difference to the organisation reap the benefits on many levels. Apart from the value of the intelligence itself, it is highly motivating for employees to hear their boss ask if they think other companies are doing things better. Over time the culture of that business will change to one of continuous improvement with employees who have pride in their role.

They won’t miss me

An employee who doesn’t feel valued – or even noticed – will have little reason to stay. Equally, someone who feels as if their contribution is making a real difference will be less likely to move on, even if they know they could be paid more elsewhere.

Candidates often tell us that they don’t feel part of the organisation they work for. Sadly, many organisations fail to recognise that their employees like to know how the company is doing, its values and ambitions and how they can make an impact. Organisations that operate a culture of openness and communication will be rewarded with loyal staff.

Their customers are always complaining

An HVAC manufacturer’s sales staff will be at the front end of communication between the company and its customers. They will hear complaints and compliments alike and hopefully they will be encouraged to share this feedback. A manufacturer that fails to respond to customer feedback puts the sales person in a difficult position, leaving them powerless to improve that crucial relationship.

Good employers not only do the opposite, they take this concept a step further by actively seeking customer feedback through their sales teams: “Is there anything we could be doing better?” Customers love being asked and employees enjoy being part of a process that can make a real difference to important relationships.

The last word

Small changes in culture are simple to implement and can make a massive difference to profitability.

The only reason those changes are not being made is because the boss doesn’t know there’s an issue – even if his employees do!

Savvy HVAC Careers Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

Posted in High performers, HVAC careers, HVAC Jobs, HVAC Manufacturers, HVAC Recruitment, Recruiters | Tagged , , , , | Leave a comment

How Much Should a Commercial Heating Sales Engineer Earn?

Posted on March 22, 2013 by Thornhvac

Or, to put it another way, how much could a commercial heating sales engineer be earning?  If you read some job adverts it might seem easier to estimate the length of a piece of string. Start analysing the figures behind the headline OTE and it won’t be long before you’re tied up in knots.

Getting Down to Basics

A basic salary will typically range between £36K and £44K for a sales engineer in the commercial heating sector. Bonuses, however, can add anything between £3K and £50K – making a big difference to potential earnings.

Size Matters

Working for a smaller company will probably mean earning a higher basic but less bonus. That’s generally because small firms are less well known within the industry and bonus opportunities are a bit harder to come by. A good level of bonus from a small to medium sized commercial heating manufacturer will be around £8-10K. The bigger and better known the company, the higher the bonus potential, although basic salaries will probably be less.

Hitting the Bullseye

You’re already thinking about how much you should be earning and the job adverts are telling you what you could be earning.  So how do you make sure you’re being paid what you feel you deserve? If your ambition is to earn between £50K and £60K hitting target is the best way to achieve it. If you’re hitting target and earning less than £50K you’re probably underpaid!

Bonus Numbers

If you’re good at your job, achieving your targets won’t be too much of a lottery. The small print of your bonus agreement may still leave you spinning though. Some firms include a team element to the bonus giving you an extra payout if the regional team hits target. Others will only release part of the bonus if you achieve a personal development target. Our advice? Check the small print, do the sums and keep your eye on the ball to make sure you’re achieving in each specified area.

Simply the Best

There may not be many companies out there offering OTE figures of 100K these days but it is possible to get close if that’s what you’re looking for. The best packages are those that fit the company. In other words, if you’re working for a big name in the HVAC industry with potential to further your career and achieve high sales it’s only fair that the basic is a little lower. A smaller company selling less well known products should be offering a slightly higher basic with less reliance on bonus to make up the number.

Remember: When it comes to career progression, salary is the ultimate indicator but the best packages aren’t always those offering the highest numbers.

Savvy HVAC Careers Advice from Thornhvac

 

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

 

 

 

Posted in Engineers, Heating, High performers, High Performers looking for jobs, HVAC careers, HVAC Jobs | Tagged , , , , , , , , , , | Leave a comment

How Good HVAC Employers Hold onto their Best Sales Staff

Posted on March 15, 2013 by Thornhvac

There are some HVAC sales people who will never be persuaded to move on, no matter how exciting the career opportunity before them. Why? Because they already work for a great company, one that invests time and effort in making sure its best people stay.

So what is it that these dream firms are doing to make sure their most talented sales staff don’t have their heads turned by a bigger and better bonus or a faster and sleeker car?

Here are the top five things that make a difference when HVAC employers want to retain their top sales people:

Product Power It may be obvious but good sales people want to promote products that sell.  They want to hit target, after all. That’s why the most highly regarded HVAC brands in the business never have too much trouble finding really effective sales consultants and managers – or persuading them to stay.

A Foot on the Ladder Firms that offer well defined career progression and job security will be rewarded with rising stars. Ambitious sales people want to climb towards a clearly defined goal.  Dangle a financial carrot from the top rung and a hungry sales engineer will reach it, particularly if there’s a change to bag a National Accounts Manager role too.

Money, money, money Money isn’t everything, but it helps. An HVAC employer who can offer market leading earning potential will have the pick of the sales crop. That doesn’t necessarily mean the highest basic – sales people are switched on to earnings potential and if they’re good, they’ll be confident they can hit their targets and pocket that bonus.

Small is beautiful Sales territories that is. Good sales people want to be in front of customers, not behind the wheel. Those covering large areas can clock up as much as 50k miles a year which is not only unsustainable, it’s also an inefficient use of resources. The best firms make sure they divide areas up wisely so their sales staff can keep their annual mileage under 25k.

Well Managed Team A successful sales team will be well managed. Good sales managers know how to motivate their people and will help their sales engineers handle the highs and lows that are an inevitable part of any sales career.

So there you have it. Next time you come across a sales person who hasn’t checked a job site for years, don’t assume it’s lack of ambition. Do ask them who they work for though.

Savvy HVAC Careers Advice from Thornhvac

Thornhvac is a leading HVAC recruitment company serving the UK’s heating, ventilation and air conditioning markets. Contact us on 0115 8714 777 or email jobs@thornhvac.co.uk.

Follow us on Twitter @Thornhvac

Posted in HVAC careers, HVAC Companies, HVAC Jobs, HVAC Recruitment | Tagged , , , , , , | Leave a comment