The Two Core Responsibilities of a Security Operations Manager

The security operations manager will have numerous duties and responsibilities, but the two key functions will never change:

1. To develop and maintain an excellent professional relationship with the client’s management.
2. To ensure all security officers working for you are motivated, are performing well, and that their welfare needs are addressed in a timely fashion.

No small ask, and as you can see, failure in either of these basic responsibilities can lead to huge damage to the business, hence the absolutely critical importance of the role.

The Importance of Structured Onboarding and Training

Enthusiasm and past performance, however, do not make a great operations manager. Woe betide the security company that hires or promotes a new operations manager and just lets them ‘get on with it’. A new operations manager will, at the very least, require a couple of weeks shadowing an experienced, existing team member to get a feel for the way a new company works and what it expects. 

Most of the best security companies, recognising the importance of the position, will create some form of professional development plan, which will include dedicated training to absolutely ensure that the operations manager has all the skills and knowledge they will need to cope with the many and varied challenges that they will face. 

Check out this guide on smooth onboarding processes to facilitate hiring.

Key Duties and Daily Responsibilities

So, what will an operations manager find themselves doing on a daily basis? This list should give you some idea of the breadth of duties that will be performed on a regular basis, but is by no means conclusive:

Manage Client Relationships

• Regular, at least weekly, site progress visits and discussions with client management.
• Identifying and advising on service improvement ideas.
• Providing subject matter expert guidance to clients on industry news and best practices.
• Develop an in-depth knowledge of all contractual agreements within your portfolio, ensuring that all service-level agreements are met at all times.
• Monitoring agreed contract KPIs and ensuring that the security service provided meets or exceeds all reasonable client expectations.
• Liaising with your operations director and client leadership to arrange monthly KPI assessment and progress meetings.
• Investigating and reporting on any incident involving contract security on any site in your portfolio.
• Keeping site Assignment Instructions and related paperwork up to date.
• Ensuring that all equipment provided for security use is present and operational.

Recommended Read: Prioritising Client Relationships

Facilitate Security Officer Welfare & Performance

• Performing final interviews of all security officers recruited for your sites.
• Performing employee incident investigations.
• Performing employee disciplinary hearings.
• Advising HR on post-hearing disciplinary actions.
• Ensuring that all new starters have had a company induction session.
• Ensuring that all new starters have had a site induction and suitable training.
• Perform and record regular face-to-face welfare meetings with all security officers. 

Tips for Security Operations Managers

Ideally, face-to-face welfare meetings for every security officer should take place at least once per month. If not possible, then an absolute maximum gap of 2 months should be observed. As a last resort, a telephone welfare check on a monthly basis should be performed if you can’t get to see an officer. This usually requires a morning at the end of each month set aside to ensure you have at least spoken to all of your people.

Make yourself available to all security staff to address and resolve any welfare issues reported. (It is worth noting that the best contract/operations managers make themselves the single port of call for all routine staff enquiries, including pay queries, uniform issues and leave applications. Nothing builds respect faster than dealing with your employees’ issues diligently and in a timely manner.)

Identify enthusiastic and capable security officers who may want or deserve advancement, and place them on appropriate professional development plans. The importance of this can not be overstated, as nothing boosts morale or engenders loyalty more than promoting worthy staff.

Perform regular ‘toolbox talks’. These are short, on-site, training sessions and can be on a variety of relevant subjects such as powers of arrest, dealing with trespassers, talking to the media, dealing with social media ‘auditors’, any new site rules, or any changes to SIA licensing or regulations. 

Managing Time, Risk and Integrity

As you can see, there is far more to the job than getting on with your staff and impressing clients. Time management and accurate record-keeping are essential skills. 

You will probably need to give a short monthly presentation to your company management, detailing what you have been doing, and have accurate figures to hand. Meticulous record keeping is also potentially job and contract saving if you need to defend against allegations of failings or professional negligence. 

Thankfully, this doesn’t happen often, but dubious security companies have been known to pass brown envelopes full of cash to client representatives for their assistance in sabotaging a contract so that their company can win it at renewal time. If you can disprove malicious allegations against your company, it may not save the contract, but it will highlight the suspect behaviour of the accuser.

The Buzz of Operations Management

So, operations management can be tough. It is certainly highly responsible. But, and this is felt by all good ops managers, there is a distinct ‘buzz’ when you solve a big problem or are praised by a client for your exceptional work. That buzz is addictive and is the main reason that so many top managers stay in this role way past the point at which they would have been promoted to operations director.

If you love variety, enjoy problem solving, have great communication skills, and know how to interact with people at all professional levels, maybe this role is for you.

Empower Your Security Operations Manager with GuardPass

The role of a security operations manager is demanding, but with the right support, it becomes a driver of excellence. GuardPass simplifies every step, from hiring licensed officers to vetting and onboarding, so your operations managers can focus on leading teams, not chasing paperwork.

Ready to strengthen your operations? Discover how GuardPass can help.

The post Security Operations Managers: The Engine Room of Security Companies appeared first on GuardPass Resources.

Imagine this: You’ve posted a security job, expecting the usual flood of applicants. Days pass. A few apply. One looks promising. But by the time you get around to reviewing their CV and making contact, they’re gone. Hired at a company that’s not a victim of slow hiring.

Sounds familiar? It’s happening every day across the industry.

In fact, 49% of candidates abandoned job applications in Q4 2024, most often because of missing salary info, vague job details, or painfully slow response times. And in security hiring, where roles are urgent and margins are tight, slow hiring isn’t just frustrating; it’s expensive.

So, what’s really costing you candidates? Let’s dig into the numbers and explore how speed (or lack of it) could be sabotaging your recruitment. 

What It Looks Like on the Ground

The impact of slow hiring isn’t always obvious at first, but over time, the cracks show in the form of missed shifts, lost revenue, and increasing pressure on your existing team. For companies managing security hiring, these delays quickly become operational risks.

Here’s what that looks like in real terms:

• Guards booked for upcoming events or shifts drop out, leaving you scrambling
• You lose out on contracts because you couldn’t staff up in time
• Subcontractors become your default (and expensive) fallback
• Your job ads go ignored because they lack the clarity candidates now demand

This all adds up to one thing: wasted time and lost money.

In 2025, hiring isn’t just about filling roles; it’s about keeping up with a market that expects speed, clarity, and action. The latest recruitment trends don’t lie. If your process is slow, your competitors will win.

What Candidates Expect in 2025

If 2024 made anything clear, it’s this: job seekers aren’t waiting around. Especially in frontline industries like security, where demand is high and competition is fierce, the expectation is for job ads to be clear, quick, and mobile-friendly, and for responses to come in hours, not days.

Here’s what’s driving candidate behaviour in 2025, backed by the latest hiring data.

49% of Candidates Abandon Applications

According to public UK hiring reports from 2024, nearly half of all candidates (49%) abandoned job applications in Q4 2024. Why?

• Missing salary details
• Vague job descriptions
• Overly long or complicated application processes

In security hiring, where roles are urgent and staffing gaps are costly, this kind of drop-off isn’t just inconvenient. It’s unsustainable. 

Check out our guide on innovative hiring tools for assessing talent.

5.1 Weeks: The Average Time to Hire

Speed is the name of the game. But the average hiring process still takes 5.1 weeks, which is far too slow for most candidates, especially those seeking shift-based or temporary work.

In industries like security, where urgent cover is often required, this delay leads directly to lost revenue, missed shifts, and increased pressure on subcontractors.

1 in 3 Workers Plan to Switch Jobs in 2025

The candidate market is shifting. One in three UK workers is planning to change jobs this year, which means opportunity is everywhere—but only for the companies that can act fast and present themselves well.

With this much movement, your job ad has one chance to capture attention. And if it’s not hitting the mark? Someone else’s will.

75% of Candidates Prefer Automated Applications

Today’s applicants don’t want to be passed through outdated processes. 75% of candidates prefer automated application systems, especially if they’re intuitive and mobile-friendly.

They want to:

• Apply in minutes, not hours
• Get confirmation or feedback quickly
• Avoid duplicate form-filling or unnecessary steps

If your hiring process still relies on manual comms or clunky forms, expect drop-offs—and fast.

Recommended Read: Security Industry Trends for 2025

Key Candidate Priorities Right Now:

In 2025, job seekers expect:

• Salary transparency: No numbers? No application.
• Mobile-first experience: Job seekers expect to apply from their phone in under five minutes.
• Communication: A fast, human response matters more than ever.
• Clarity: They want to know shift patterns, expectations, and what comes next before they hit “apply.”

In security hiring, where urgent cover and shift-based work is common, these expectations can make or break your pipeline. If your hiring process doesn’t meet these standards, you’ll lose candidates before you’ve even had a chance to speak to them.

How GuardPass Fixes the Slow Hiring Problem

In security hiring, time is rarely on your side. Whether you need urgent shift cover or fast turnaround for a new contract, traditional recruitment methods aren’t built for the pace the industry now demands. GuardPass is.

Created specifically for the security sector, GuardPass removes the barriers that lead to slow hiring and replaces them with tools designed to move fast and deliver results. This allows us to automate security hiring. 

Here’s how we help:

• Access to over 200,000 pre-vetted, SIA-licensed professionals
• Video introductions to help you assess candidates quickly, without the need for a full interview
• Instant messaging to reduce delays and improve candidate engagement
• Transparent, mobile-optimised job ads designed to convert
• Guaranteed 10+ applicants within 5 days, or we boost your job at no extra cost

Bonus: Fast, Compliant Vetting with GuardCheck

Even with the perfect candidate, delays can creep in during onboarding, especially around compliance. GuardPass includes GuardCheck, our fully digital BS7858 vetting tool, which enables screening and compliance checks to be completed in under 48 hours.

No paperwork delays. No manual chasing. Just a secure, compliant, and fast process built into the same platform where you post jobs and find talent.

With GuardPass, you don’t just hire faster. You hire smarter and stay fully compliant while you do it.

Speed Up. Stand Out. Hire Better.

In 2025, the most successful security companies aren’t just hiring — they’re doing it faster, smarter, and more transparently than ever before. Candidates expect clarity and speed. Clients expect reliability. And businesses that adapt are the ones winning contracts, reducing employee turnover, and staying ahead of the curve.

If your current hiring process feels slow, outdated, or simply ineffective, it’s time to make a change.

GuardPass is already helping hundreds of security employers:

• Reduce their time to hire
• Improve the quality of applicants
• Cut their dependency on subcontractors
• Stay fully BS7858 compliant

Whether you’re filling last-minute shifts or building out a long-term team, GuardPass gives you the tools and talent to do it better.

Start hiring faster today and set your security business up for success. Post a job on GuardPass.

The post The Hidden Cost of Slow Hiring in 2025 appeared first on GuardPass Resources.

Can you believe security firms are facing extremely high 100% turnover in a year? That means they are basically resetting their workforce every year! 

Running a security firm is no small feat. You’re managing tight schedules, maintaining client relationships, and juggling the constant demands of hiring qualified security officers. But your security firm could be running smoother. Sound familiar? 

Let’s explore easy ways to improve efficiency and keep your team around longer.

Are You Paying Enough Attention to Wages?

Let’s be real here folks—money talks. If you’re not offering competitive wages, chances are, your officers are already looking for the next opportunity. Low pay is one of the biggest reasons for high turnover in the UK security industry. 

A lot of security guards are earning £9.50 per hour, the current National Living Wage for those 23 and older. Despite some bumps in recent years, it’s still not enough to attract or keep talent when other industries are offering more (source).

Stop the hiring merry-go-round by paying attention to what others are offering. Keep your wages competitive, sure, but don’t forget about benefits. Add health insurance or commuting help, and your team will appreciate it—and stay longer.

Need to know more about fair pay in the security sector? Watch here.

Is Your Scheduling Turning Employees Away?

The grind of long, unpredictable hours is a major reason why security officers jump ship. If your schedules are inflexible, you’re making their lives harder. Gold scheduling can be an easy win.

A recent survey found that unsociable hours and lack of flexibility are pushing people away. Many security workers say this is why they leave, craving better work-life balance and more stable schedules. 

Tip: Want happier staff? Offer shifts that work for their lifestyle. Shorter hours for family needs or closer locations to reduce travel time can make all the difference.

Training: More Than Just a Box to Tick

Think about this: Are your officers stuck in the same routine, day after day? Offering training and certifications can give them hope for the future. When employees see they can grow, they’ll be more likely to stay, which means less turnover for you.

Insight: Engagement is key. Businesses with engaged teams see a 23% increase in profitability. So, it’s clear: investing in growth opportunities pays off in more ways than one.

Recognition Goes a Long Way

When was the last time you gave a shout out to a top-performing officer? It’s easy to overlook, but recognition counts. Engaged workers don’t leave easily—they’re 87% less likely to jump ship. Recognition doesn’t just keep them happy; it also raises customer ratings by 10%. Happy team, happy clients! (source)

A little praise—public or a bonus—can build loyalty and save you from constant hiring.

Supporting Mental and Physical Health

Security work can take a toll, and burnout is real. Simple things like counselling or wellness programs can help. It shows you care and keeps them ready for the job.

A worrying number of security officers—over a third, are reporting high stress, with many also struggling with anxiety and depression. This highlights a mental health crisis in the sector, and it’s clear that measures like counselling and wellness programs are more important than ever (source).

Learn more about how to support your team’s mental well-being here.

Are You Leveraging Technology?

Let’s talk about security technology for private firms. Are you using it to your advantage? Tools like security workforce management systems can streamline operations and reduce the burden on your officers. 

These systems can help with scheduling, logging incidents, and tracking performance in real time. Not only does this boost security firm efficiency, but it also reduces errors that come with manual processes.

Opportunities for Advancement

Most officers want to move beyond front-line work. Offering a clear path for career growth is one of the simplest improvements you can make. Whether through promotion or leadership programs, it keeps them motivated and lowers turnover.​

According to the BSIA, the expansion of security management jobs has upped the need for training. More security managers are being hired and are undergoing ongoing development. This is great for those just starting out. A solid career path keeps people around since they see how they can advance.

Client Satisfaction Starts With Your Team

Here’s a tip—happy employees lead to happy clients. When your staff feels supported, it shows in everything they do.​ Simple tweaks—better schedules, fair pay, and a pat on the back—can go a long way. These changes don’t just help your staff; they make your clients happier too. After all, happy employees equal satisfied clients. It’s a win-win.

Final Thoughts

Running a security firm is tough, no doubt. But there are easy wins if you know where to look. Focus on fair wages, better schedules, and ongoing training. You’ll see fewer staff leaving and better service all around. A supported team means happier clients. And that boosts your bottom line. 

Ready to make a change? Start small today. Watch your firm thrive with just a few tweaks.

The post Could Your Security Firm Be Missing Out on Easy Wins? appeared first on GuardPass Resources.

Have you ever found yourself pondering the age-old question of how to attract the top security talent to your organisation? It’s a challenge, no doubt. Finding the best security talent for your organisation is a top priority. But the days of just posting a job and waiting are over. You need a new approach to attract the right candidates. You have to actively search for talent, use different ways to advertise your jobs, and stand out among all the other opportunities out there.

Attracting top security talent now requires fresh and creative strategies. In this blog, we’ll share five practical tips to help you revamp your hiring process and win over the best talent. To highlight the urgency of this, consider this statistic: the time it takes to hire has increased from 5.8 weeks to 6.1 weeks in Q3, even as the job market has changed. Let’s dive into these tips, all aimed at helping you find the security talent you need.

1. Crafting compelling job ads

When it comes to hiring security talent, it all starts with the job description. Think of your job posting as an advertisement. You’re not just listing requirements and responsibilities; you’re selling your company as a great place to work. Use clear and engaging language to describe what makes your organisation special and the opportunities you offer. Highlight your commitment to employee growth, the impact of the role, and any unique benefits you provide.

Tip: Rather than a laundry list of qualifications, focus on what your ideal candidate can bring to the table. This will attract security professionals who are not only qualified but also passionate about your company’s mission.

The right job description sets the tone for the whole hiring process, so make it compelling and attractive. 

[Related: Comprehensive Guide: Job ad – Attract quality candidates. Download now.]

2. Leverage your company culture

In today’s competitive job market, potential employees are looking for more than just a paycheck. They want to be part of an organisation that shares their values and offers a positive work environment. Your company culture can be a powerful magnet for top security talent.

Start by evaluating and improving your workplace culture. Encourage open communication, provide opportunities for professional development, and create a supportive atmosphere. When security professionals hear about a company where employees are happy and well-supported, they’ll be more inclined to apply.

Remember, your company culture can be a key differentiator in attracting the best security talent. Showcase it in your job listings, on your website, and during the interview process.

3. Highlight career advancement opportunities

One of the major attractions for security professionals is the prospect of career growth. If candidates see a dead-end job, they are less likely to apply. On the other hand, if you emphasise career advancement opportunities, you’re likely to catch the attention of ambitious security experts.

When crafting your job descriptions and conducting interviews, make sure to discuss potential career paths within your organisation. Mention opportunities for skill development, promotions, or sideways moves into more specialised roles. Security professionals who perceive a chance to learn and grow with your company will be more inclined to choose you over your competitors.

Be transparent about your company’s commitment to career advancement. Sharing stories of employees who have climbed the ladder within your organisation can illustrate the possibilities. Show that you’re invested in the long-term success of your security team, and you’ll have a better chance of attracting top talent.

4. Offer competitive compensation packages

Competitive compensation is a primary motivator for top talent in the security industry. While it may not be the sole deciding factor, it’s certainly a significant one. Security professionals are well aware of the value they bring to organisations, and they expect to be compensated accordingly.

When creating job ads, clearly outline the compensation packages you offer. Mention competitive salaries, benefits, and any additional perks that set you apart. Highlight how your company values and rewards the contributions of its security personnel. Providing a comprehensive view of your compensation structure can help attract professionals seeking both financial security and professional satisfaction.

Moreover, keep an eye on industry compensation trends. Regularly update your packages to ensure they remain competitive in the market. Stagnant compensation can drive candidates away, so adapting to changes in the industry can help you stay ahead in the hiring game.

[Related: Security salaries decoded: your essential resource. Download now.]

5. Utilise specialised job boards like GuardPass

In your quest to attract top security talent, specialised job boards tailored to the security industry can be your secret weapon. GuardPass, for example, is a job board specifically designed for security employers in the UK. It connects you with a vast pool of over 200,000 security professionals, all equipped with verified SIA licences.

These specialised platforms offer a more targeted approach to recruitment. Candidates who choose to be part of such job boards often have a strong interest in the security field. They’re looking for opportunities that match their skill set and experience, which aligns perfectly with your hiring needs.

GuardPass streamlines the hiring process by pre-screening candidates for SIA licences, saving you time and effort. You gain access to a curated list of professionals who meet the necessary qualifications, giving you a head start in finding the right talent.

Don’t limit your search to general job boards when you can leverage specialised platforms like GuardPass. By doing so, you’ll increase your chances of finding top security talent for your organisation, ultimately helping you build a stronger, more capable team.

[Related: Here’s why security companies switch to GuardPass from generic job boards]

With these five tips and the assistance of platforms like GuardPass, you’re well on your way to attracting top security talent to your organisation. By optimising your hiring strategies, improving your job postings, streamlining your processes, and utilising specialised job boards, you’ll be better equipped to stand out in a competitive market and secure the security professionals your organisation needs to thrive. Remember that hiring the right talent is an ongoing process, and continuous improvement is key to long-term success. So, start implementing these tips today, and watch your organisation grow with the best security talent on board.

Popular Topics

Backstage

Ensure effortless compliance with GuardPass’s Licence Hub

Temporary Recruitment

Introducing “Flexible Staffing”, from GuardPass.

interview & onboarding

Tips for identifying Top Security Talent

Estimated reading time: 5 minutes

The post 5 tips for attracting top security talent to your organisation appeared first on GuardPass Resources.

Reaching the right people in a tough labour market

Last year the BSIA released a study that indicated that there would be a shortfall of over 60,000 available licensed security officers in the UK during 2023. As we move towards the last quarter of 2023, most security companies would confirm these findings, with recruitment being harder than ever before. Just 2 years ago, I advertised for a role at a site in Ashford, Kent. It was for a Security Officer, working a flexible shift pattern, with a higher than average pay rate. In one week my company received over 60 applications. I interviewed over 35 people. We ended up recruiting 2 officers as the calibre of applicants was outstanding.

Recently, using the traditional online recruitment methods, I advertised for a highly paid Security Officer role in Surrey, and received just 2 applications. Neither candidate was suitable. Where have all the decent Security Officers gone?

Successful recruitment now needs different thinking. The GuardPass app for mobile devices, already has well over 100,000 users and features a new security industry dedicated jobs board. The vast majority of the UK’s top companies now post their jobs there, and the Security Officers that use it, by nature of simply downloading the app, tend to be engaged professionals. Companies looking to place an ad utilise a simple employers portal called GuardHire.

Recruitment has always been a slow process.

For many years now, the standard way to recruit new Security Personnel, at all levels, was via one of the traditional online recruitment services. These generic services have proved hard to navigate, and with so many dubious and misleading job titles and descriptions used, the whole experience is time consuming and frustrating for jobseekers.

…… But not anymore.

The dedicated GuardPass security jobs board, is immensely simple to use. Vacancies are listed with the vital job information, front and centre. The pages of generic and useless waffle have been done away with, and jobseekers can now find the sort of work that they are looking for, quickly and easily. This is why it has proven so popular so quickly.

With legions of front line security professionals now gravitating towards GuardPass when they need a new position, this has a dramatic effect on the amount, and quality of candidates that apply. Probably best of all is that the traditional online recruitment systems would sometimes take days for an application to be received, and would sometimes only get a handful of interested applicants over the weeks that an ad would run. GuardPass research, and my own experience, demonstrates that the first application to a jobs ad may arrive within just minutes of it being placed. Better still, most job advertisements can be withdrawn after just a few days as in this time, dozens of applications are received.

Application forms don’t necessarily reflect the applicant

Some application forms and CVs look mighty impressive. However, at a face to face interview, things seem very different. This wastes so much time for HR and operations management, having to interview all those that look good on paper. The vast majority of GuardPass applicants however have posted a short 20 second introductory video with their online personal profile. Potential new employers can gain a huge amount of information from these mini videos including a candidate’s communication skills, standard of dress, and personality. Whilst you wouldn’t employ anyone on the strength of a 20 second video alone, it makes it quick and easy to draw up a shortlist of the most suitable candidates for your vacancy, and hugely reduces the amount of face to face interviews that you need to perform.

Ensuring that recruits have had competent training

Sadly, we work in an industry tainted by cowboy, and fraudulently operating, training providers. Annoyingly, having a “valid” Security Industry Authority License, is no guarantee that the holder has received competent mandatory training, or in some cases, any training at all.

Some employers are now performing basic industry knowledge tests as part of the interview process, in an attempt to weed out these dangerously incompetent individuals. Security professionals that have created a professional profile on GuardPass however can easily demonstrate their knowledge on a range of important security subjects by performing “skills tests”. These are a range of online tests that are not only great CPD for those that take part, but more importantly, those that finish each course with a score over 70%, are awarded “skills badges” which can be displayed on their profile, and give prospective new employers a good idea of the level of knowledge possessed by the candidate. I’ve personally done a few of these, and whilst many were straight forward for those who have any security knowledge, I am not too proud to say that I failed a couple of courses at the first attempt. They are worthwhile.

For the growing number of employers that are now agreeing to put quality recruits through their mandatory SIA training and pay for the license application, GuardPass provides employers with the GuardHire system. This gives access to the exceptionally highly regarded Get Licensed approved training network. Not only are the courses quality guaranteed, companies can also receive corporate and group booking discounts on the already superb value prices. These courses are currently regularly held at 85 locations across the UK, meaning that your new recruits will never have too far to travel.

GuardHire also offers training solutions for your existing security personnel, with SIA top up courses, and useful additional training, also available from the same exceptional training network.

Time-consuming vetting

Vetting is of fundamental importance for any security company, but it is also extremely time consuming and a drain on the physical resources of the HR department. The depth and accuracy of the vetting process, and the associated documentation required to prove that full and diligent vetting has taken place, must be carefully administered to avoid potentially horrific legal repercussions. It is never just a box ticking exercise.

So why not get the experts to do all this for you?

GuardCheck is a ground breaking new system designed to fully vet your new recruits to BS7858 standards. All essential documentation is expertly checked using cutting edge technology. Work records are confirmed, and every aspect of the vetting process is taken care of for you. GuardCheck then provides all the required information and records for your HR department.

Find out more about what GuardPass can do for your company by visiting: https://www.guardpass.com/employers

Popular Topics

Backstage

Ensure effortless compliance with GuardPass’s Licence Hub

Temporary Recruitment

Introducing “Flexible Staffing”, from GuardPass.

interview & onboarding

Tips for identifying Top Security Talent

Estimated reading time: 5 minutes

The post Top 5 security recruitment challenges, and how GuardPass solves them appeared first on GuardPass Resources.

Firstly, what is the state of the industry right now?

There currently exists a catch-22 situation in UK security industry recruitment. Due to the much-discussed, “shortage of licensed personnel”, available front-line professionals are in high demand and tend to go to the highest bidder. Unfortunately, across the board, clients have their heads collectively shoved in the sand and are shouting “LA LA LA, WE’RE NOT LISTENING!” when any supplier dares to suggest that unless the charge rate increases, they will not be able to pay enough to attract staff of the calibre desired.

So much for supply and demand.

This is a situation which is exacerbated by the cowboy security companies paying cash in hand, not providing paid holidays, uniforms or even contracts, and that operate outside of the law to provide awful security staff, but at the bargain bucket charge rates that businesses still want to pay.

The race to the bottom is over.

Everyone has lost.

Decent companies can no longer legally supply licensed security officers at some of the absurd charge rates that clients somehow think are acceptable. Uncomfortable fact #1.

Manpower providers operating illegally, exploiting their workforce, or sourcing staff that have obtained their mandatory training in highly dubious circumstances, will happily accept these ridiculous charge rates and operate in the knowledge that if the SIA or the authorities come knocking, they will disappear like smoke, only to pop up using another company name 2 days later, with the same dodgy staff and M.O. Uncomfortable fact #2.

So, given this rather depressing situation, and the likelihood that being able to pay compelling salaries is somewhat unlikely, how do you attract and retain decent security personnel?

Here are my top seven tips.

1. Make it clear in recruitment ads that you only pay via a PAYE system, provide paid holiday, free uniform, and vet recruits to British Standard requirements. Whilst this will not in itself attract good people, it will deter those with dodgy provenance, looking for a cash-in-hand gig whilst signing on or driving an Uber during the day.
2. Let your employees know that they are appreciated. Be fast to praise and criticise quietly and constructively. Make sure that your supervisors and contract managers develop a good rapport with your people, as a huge factor in staff retention is the relationship with management.
3. Let your people know that personal growth and development are a priority. Provide mentorship and additional training, and promote from within as much as possible. When a company demonstrates this sort of investment in its staff, it generates a great deal of loyalty.
4. Company sick pay is always high on any employee’s list of benefits and clever management can reduce the cost to a level where this may become feasible. Have a one-year qualifying period. Only pay from the third day of sickness onwards to reduce the cost of “hangover days”. Set a maximum sick pay allowance of 20 days in any year, and any leave over 5 business days will require a doctor’s note.

Another thing to consider.

Do NOT pay your head office admin team sick pay, if you do not do this for your front-line staff! It creates an “us and them” atmosphere, causes division, and makes people head for companies that better appreciate their Officers.

• Staff discount schemes or “perk” systems are very popular and most companies now provide these for their staff. If they stopped to ask their people what they needed however this sort of thing is way down on anyone’s list. These systems are very cheap for employers and generally serve to make C-Suite level leadership feel that they are looking after their staff. I don’t know any Security Officers that utilise their 10% discounts on Grande Skinny Soya Vanilla Lattes, or take up that 15% off offer on two-week holidays in the Maldives. Don’t bother.

There are other more useful things that an employer can provide cheaply, that are genuinely appreciated.

Consider flexible pay. Sometimes called income streaming. This is a system that integrates with your payroll and allows your staff to draw down up to a pre-agreed fixed percentage of their earned income, before payday. This allows unexpected bills or emergency expenses to be covered without the need to rack up bank charges or resort to awful payday lenders.

Death in service insurance. This is cheap for an employer to provide but creates peace of mind for any employee, especially those that are a bit older, knowing that should they pass away whilst, on the company’s books, their designated beneficiary will be paid a sum normally the equivalent of between one and three years’ salary.

Encourage and reward good work. Make sure that there is an active system to recognise those that have gone above and beyond. This doesn’t have to be expensive. A certificate signed by the CEO / MD, and a photo in the staff newsletter are always well received. At the end of the year, it is also great to go that one step further and recognise the officers and supervisors “of the year” in a range of categories. If budget allows, an Amazon voucher or award of some kind goes down very well. Also, make sure that all of the other “shortlisted” people are mentioned prominently. Maybe use the company’s social media network to publicise this excellent work, giving them bragging rights, and demonstrating how highly you regard your staff, to the industry and beyond.

Get your people engaged and invested in their roles. One of the very best ways to do this was a system that I came across years ago, run by Reliance Security. On every site, they had a big red book. Officers were encouraged to write any suggestions for service improvement, money saving, or any generally good ideas that would benefit the client or the security company. EVERY entry would be read by a contract manager, who would leave a comment. The best ideas would be submitted to the client, or implemented within the security company, and the best of these ideas would be entered into a competition with the winners being given financial rewards, sometimes reflecting the level of money or time saved for the client or employer.

At the end of the day, a very wise person once said that employees don’t choose to work for companies, they choose to work with people that they like. Make sure that your company provides a harmonious and respectful working environment. Identify and remove potential “bullies” and destructive, negative entities. Your employees will be happiest within a friendly, supportive and encouraging environment, and happy employees have been proven to be more productive. Win-Win!

Rollo Davies.

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Estimated reading time: 5 minutes

The post 7 Effective strategies to attract and retain qualified security professionals. appeared first on GuardPass Resources.

The security industry is growing rapidly, and there is a high demand for qualified security professionals. As a result, it can be challenging for security organisations to attract and retain top talent. This blog post will discuss 8 strategies that security organisations can use to attract top talent to their organisation.

These strategies include:

Focus on diversity and inclusion

The security industry is becoming increasingly diverse, and security organisations need to be intentional about creating a diverse and inclusive workplace. This means hiring and promoting people from all backgrounds and experiences. It is more creative, innovative, and better able to understand and respond to the needs of a diverse customer base, and also more likely to attract and retain top talent.

Security organisations can focus on diversity and inclusion by:

• Set diversity and inclusion goals.
• Review your hiring practices. 
• Create a culture of inclusion. 
• Offer unconscious bias training.

Empower employees

Security professionals want to feel like they are trusted and empowered to make decisions. This is especially true in the ever-changing security landscape, where security professionals need to be able to think on their feet and make quick decisions. Security organisations can empower employees by giving them autonomy, responsibility, and the resources they need to do their jobs.

Security organisations can empower employees by:

• Give employees the freedom to make decisions.
• Give employees responsibility.
• Provide employees with the resources they need.
• Create a culture of trust. 

Provide opportunities for continuous learning

The security industry is constantly evolving, and security professionals need to be able to learn new skills and stay up-to-date on the latest security threats. In 2023, security professionals will need to be even more skilled and knowledgeable than ever before. Security organisations that offer opportunities for continuous learning will be more attractive to top talent.

Security organisations can provide opportunities for continuous learning by:

• Sponsor conferences and workshops. 
• Provide online training resources. 
• Create a culture of learning.

Create a culture of innovation

The security industry needs innovative solutions to address the ever-changing security landscape. Security organisations that create a culture of innovation will be more attractive to top talent who are looking to make a difference.

Security organisations can create a culture of innovation by:

• Empower employees to think outside the box. 
• Provide resources for innovation. 
• Celebrate innovation. 
• Create a supportive environment

Give back to the community

Security organisations that give back to the community are more likely to attract top talent who are passionate about making a difference. Security organisations will need to be even more engaged with their communities to attract and retain top talent.

Security organisations can give back to the community by:

• Volunteer time and resources to local organisations. 
• Make donations to local charities. 
• Partner with local schools and universities. 
• Sponsor community events. 

Use data analytics to improve hiring decisions

In today’s competitive security industry, it is more important than ever to make informed hiring decisions. Data analytics can be used to identify top talent who are a good fit for a security organisation. This can help security organisations avoid making costly mistakes.

Data analytics can be used to improve hiring decisions:

• Identify top talent by analysing resumes, social media profiles, and other data sources.
• Predict job performance by analysing historical data on employee performance.
• Reduce bias in the hiring process by removing human judgement from the equation.

Use automation to streamline the hiring process

Security organisations need to find ways to attract and hire top talent quickly. Automation can be a valuable tool for security organisations to streamline the hiring process and make it more efficient.

Automation can be used to streamline the hiring process by:

• Screen resumes for specific skills and experience.
• Schedule interviews with candidates
• Send out offer letters to candidates.
• Onboard new employees. 

 Be transparent about the hiring process

This means being clear about the job requirements, the selection criteria, and the timeline for the hiring process. By being transparent, security organisations can build trust with candidates and make the hiring process more appealing to top talent.

Here are some tips for being transparent about the hiring process:

• Provide clear job descriptions. 
• Explain the selection criteria.
• Set realistic expectations.
• Be responsive to candidate inquiries.
• Provide feedback to all candidates.

Keytakeways

In conclusion, there are many strategies that security organisations can use to attract top talent. By focusing on these strategies security organisations can create a workplace that is attractive to top talent and more likely to retain them. The security industry is constantly evolving, and security organizations need to do this as well. By attracting and retaining top talent, they can ensure that they have the best people in place to protect their organisations from the ever-changing security landscape.

Popular Topics

Backstage

Ensure effortless compliance with GuardPass’s Licence Hub

Temporary Recruitment

Introducing “Flexible Staffing”, from GuardPass.

interview & onboarding

Tips for identifying Top Security Talent

Estimated reading time: 5 minutes

The post Top 8 Strategies for Attracting Top Talent in the Security Industry appeared first on GuardPass Resources.