So many C-suite security company leaders fail to understand that disorganised, unprofessional HR practices during recruitment processes damage a corporate reputation as effectively as operational incompetence. It is not just failing in service provision that hurts a reputation; the people who have applied to join your company and have come away with a bad experience don’t just disappear, never to be seen again. They will circulate in the security or FM sectors, speaking to potential customers or service partners about how they wouldn’t touch your company due to the unprofessional way they have been treated.

Not unreasonably, the leadership of security companies are focused on keeping clients happy and ensuring KPIs are looking great. All that hard work can be undone in an instant if the FM manager responsible for signing off new supplier contracts at a big potential new client is someone that your HR department couldn’t be bothered to get back to after they had an interview at your company a year before. Or even if they applied for a job with you and never had any kind of response. 

HR Admin Mistakes That Hurt Your Brand

Yes, I know that these days HR may receive hundreds of applications for positions, but failing to act professionally during security recruitment leaves a bad taste in the mouths of those who have been ignored, misled, or ghosted anywhere along the recruitment process. These people will draw conclusions about your entire company based on these bad experiences, and no matter how well you think you look after your current clients, when your HR admin team are dropping the ball dramatically, a lot of people will come away with a horrendously negative view of your organisation.

In a nutshell, your operations team are striving to produce service excellence, rowing the company towards an enviable business reputation, while your HR department is busy drilling holes in the hull of your boat because they’re too busy to deal professionally with company recruitment. 

Recommended Reading: Common Security Recruitment Challenges

The Basic Dos and Don’ts of Professional Recruitment

Do:

• Email all unsuccessful candidates promptly.
• Inform applicants of the delay if an application deadline has been extended.
• Take down all ads on recruitment services promptly if a vacancy has been filled early. 
• Stick to the original interview schedule. If you invite a candidate for a job interview, they may have had to cancel important meetings or rearrange their lives to attend. So, if the original interviewer is not available, find another manager who can do it.

Recommended Reading: Common Job Ad Mistakes

Don’t:

• Fail to acknowledge receipt of an application. The poor candidate may think that the application hasn’t been received, and waste their time repeating the process.
• Leave the ChatGPT prompt that you used to generate a rejection letter in the text of the letter! I hear about this a lot, and it screams lazy or incompetent.
• Ignore any follow-up email or telephone enquiries from an applicant. Responses do not need to be long-winded, but an honest and polite response will always be appreciated.
• Fail to inform anyone who has been interviewed that they have been unsuccessful, and if possible, provide basic feedback in the letter/email.
• Ignore any dates or timescales that you have put in place for responses or results of a process. I have been told to expect a call with the outcome of an interview within 48 hours, heard nothing, accepted a job with another company, only to have the original company reach out 2 weeks later, asking when I wanted to start! No, thanks very much.

Every Candidate Interaction Counts

All of this takes time and is a drain on HR admin resources, but every application is made by a human being. Someone who has taken the time and effort to apply to your company. Their time may be just as valuable as yours, and they deserve to be treated politely, professionally, and with respect.

If this is too much for an HR department to cope with, then you’re going to deserve the damage to your corporate reputation that this contempt for the men and women who apply to your organisation creates.

Protecting Your Brand Starts With Better Hiring

The reputation you’ve worked so hard to build with your clients can be quietly eroded by poor candidate experiences—sometimes before they even meet your ops team. GuardPass helps security companies protect their corporate reputation by streamlining every part of the hiring process—from job ads to candidate communication. 

With pre-vetted candidates, fast CV matching, and video intros, you can ensure your recruitment reflects the same professionalism you bring to the field. Don’t let sloppy HR undo your brand—get started with GuardPass and protect your name where it matters most.

Picture this: It’s Friday afternoon, and three security guards have called in sick for the weekend shift at a major retail client. Your usual backup options are deployed, and you’re facing either leaving the site understaffed or scrambling for last-minute cover that might not meet your flexible staffing standards.

Sound familiar? The security staffing industry faces an ongoing challenge that pits flexibility against quality. With turnover rates reaching 300% in some organisations and average hiring times of 5.1 weeks, security companies find themselves caught between rapid deployment needs and maintaining rigorous standards.

But what if you could build a flexible guard pool that responds quickly to urgent needs whilst maintaining the compliance and quality standards your clients expect? The solution lies in reimagining how you approach security recruitment and workforce management via flexible staffing.

The Challenge: Why Traditional Security Staffing Approaches Fall Short

The numbers tell a stark story about security staffing in the UK. Security guard turnover can exceed 300%, with hiring times stretching to 5.1 weeks—far too long for urgent shift cover or rapid scaling.

When a guard doesn’t show up, the ripple effects are immediate and costly. Sites go understaffed, existing team members face increased pressure, and client relationships suffer. The traditional response—posting job adverts and hoping for quick applications—simply isn’t fast enough for today’s dynamic security environment.

This is exactly where a platform like GuardPass can make a measurable difference—by giving you access to pre-vetted, SIA-licensed professionals ready to deploy without the lag of traditional hiring.

The ongoing SIA licence shortage compounds the situation. Despite processing over 14,000 applications monthly, the Security Industry Authority faces pressure from demand that consistently outstrips supply. This creates a competitive market where quality candidates have multiple options, often choosing employers who can move quickly through hiring processes.

Emergency staffing solutions and subcontractor rates can be 50-100% higher than standard employment costs. Factor in hidden recruitment costs—advertising, interviewing, vetting, and training—and the financial impact becomes clear.

Most frustrating is the quality versus speed dilemma. Pressure to fill shifts quickly can lead to shortcuts in vetting or settling for candidates who don’t meet standards, creating a vicious cycle where poor hires lead to higher turnover.

What Does a Flexible Guard Pool Actually Look Like?

A flexible guard pool isn’t just a database of potential candidates—it’s a strategic approach combining proactive recruitment, technology-enabled deployment, and rigorous quality standards. Think of it as having ready-to-deploy, pre-vetted SIA licensed staff who can be mobilised quickly without compromising compliance or quality.

The key difference lies in timing. Instead of starting recruitment when you need someone, you’re continuously building relationships with qualified professionals before urgent needs arise. When that Friday afternoon call comes in, you’re selecting from candidates who have already been vetted, interviewed, and approved.

Modern platforms allow real-time availability viewing, instant notifications to relevant candidates, and coordination within hours rather than weeks. Video profiles and digital credentials enable quick suitability assessment, whilst automated compliance checks ensure every deployment meets regulatory requirements.

Crucially, flexibility doesn’t mean lowering standards. The most successful flexible security workforce models actually raise the bar by creating thorough vetting processes completed in advance. Without pressure to fill urgent shifts, you can properly assess candidates, verify credentials, and ensure cultural fit.

5 Steps to Build Your Flexible Security Workforce

1. Start with Compliance as Your Foundation

Any successful security recruitment without sacrificing standards strategy requires uncompromising compliance. Establish clear, non-negotiable requirements including valid SIA licensed staff credentials, right to work verification, and appropriate background checks including BS7858 vetting where required.

Create detailed compliance checklists for different roles and build these into your recruitment process. When building your pool proactively, you have time for thorough vetting without urgent deadline pressure.

2. Leverage Technology for Speed and Quality

Modern flexible staffing relies on technology to bridge the gap between speed and quality. Digital platforms designed for the security industry can automate time-consuming recruitment aspects whilst maintaining rigorous standards.

GuardPass, for example, offers video introductions, instant messaging, and real-time licence verification that helps streamline the recruitment and deployment process without sacrificing compliance.

3. Build Relationships Before You Need Them

One effective strategy for reducing security guard turnover rates is maintaining ongoing relationships with quality professionals, even without immediate openings. Treat your talent pool as a professional network rather than just a recruitment database.

Regular communication is essential. Send updates about opportunities, industry developments, or training programmes. Offer flexible working arrangements accommodating guards’ shift pattern or location preferences.

4. Create Clear Standards and Expectations

Flexibility shouldn’t mean ambiguity. Establish clear, documented standards for different assignment types and communicate expectations to your talent pool in advance. This includes uniform requirements, reporting procedures, and specific skills needed for particular clients.

Develop role-specific profiles outlining exactly what each assignment entails. Corporate office security differs from event security or retail loss prevention. Clear upfront expectations ensure both you and guards know requirements when rapid deployment is needed.

5. Implement Flexible Deployment Models

The final piece involves creating deployment models adapting to different scenarios—on-demand staffing for urgent cover, seasonal scaling for busy periods, or surge capacity for special events.

Develop clear protocols for different deployment types. Emergency cover might require two-hour response times with candidates within a certain site radius. Planned scaling might allow longer lead times but require specific experience levels.

How GuardPass Solves the Flexible Staffing Challenge

Building a flexible guard pool from scratch can seem daunting, but platforms like GuardPass address these challenges specifically. With access to over 200,000 SIA licensed staff across the UK, GuardPass provides infrastructure needed for flexible workforce strategies without years of relationship-building.

The platform’s video introduction feature allows quick assessment of candidates’ professionalism and communication skills, whilst automated licence verification ensures compliance standards. Real-time messaging enables instant talent pool communication, and ta guaranteed job board ensures qualified responses within days, not weeks.

GuardPass focuses on the security industry’s specific needs. Unlike generic recruitment platforms, it understands compliance importance, security staffing urgency, and the need to balance speed with quality. The GuardCheck feature provides digital BS7858 vetting completed in under 48 hours, ensuring even urgent deployments meet full compliance requirements.

Building Tomorrow’s Security Workforce Today

The security industry’s staffing challenges aren’t disappearing, but they don’t have to define your operational capabilities. By building a flexible guard pool prioritising both speed and standards, you can transform urgent staffing needs from crisis management into routine operational excellence.

The key is recognising that flexibility and quality aren’t opposing forces—they’re complementary elements of a modern, professional approach to security staffing. When you invest in building relationships, implementing proper technology, and establishing clear standards, you create a workforce that responds rapidly without compromising professionalism.

Companies thriving in today’s competitive security market prepare for challenges before they arise. They build talent pools proactively, leverage technology effectively, and maintain standards consistently. Most importantly, they treat their workforce as professional partners rather than emergency resources.

Ready to build your flexible guard pool without sacrificing standards? GuardPass provides the platform, talent, and tools needed to transform your security staffing approach. With guaranteed applications, pre-vetted professionals, and compliance automation, you can start building a more responsive, reliable workforce today.

Start hiring smarter with GuardPass today and discover how the right approach to flexible staffing can give your security business the competitive edge it needs.

Industry Crackdown on Labour Malpractice

The scandalous malpractice and criminality seen in the labour provision sector over the last few years are causing several things to change drastically. The big security companies can no longer pay peanuts to subcontractors and then deny all knowledge of the dubious practices and labour abuse going on in their supply chains. 

The SIA, HMRC, and indeed the immigration authorities, are now wise to the involvement of organised crime in the nasty underbelly of the industry. They are actively working to bring offenders in front of the courts, revoke licenses, and stamp out this criminality. All this is making shareholders a tad jittery, and worry that potential bad publicity will tank share prices, which is leading to a jaw-dropping U-turn by the large organisations that had enabled this nightmare in the first place. 

We are now being treated to a masterclass in virtue signalling and a chorus of “we must fix our industry!” from the people who broke it in the first place. Stepping away from this eye-watering hypocrisy, this does mean that the third-party subcontracting landscape is changing rapidly.

Recommended Reading: Combatting Labour Exploitation In The UK

The Shift to Self-Delivery and Shrinking Supplier Lists

Many security companies are now very publicly declaring their intention to fully self-deliver on future contracts and are building regional bench teams to facilitate this. Approved suppliers lists are shrinking or being closed entirely to new applicants. 

We know that it is almost an impossibility for all security companies to be able to supply enough officers at short notice, whenever and wherever required, so there will always be some need for third party labour, but, and this is the blow to so many young security companies hoping to party like it’s 2015, companies are turning to different ways to find staff and different companies to provide them.

The Rise of Tech-Driven Staffing and Recruitment Models

With the slow demise of traditional subcontracting comes the rise of the tech-driven security officer booking systems and the temp-to-perm recruitment solutions. I won’t go into huge detail about how these systems work, but the tech-driven, ‘on-demand’ staffing systems do not need to be ACS-approved to supply officers to ACS-approved companies, as they are not ‘security companies’. 

They are classed as staff agencies and, as such, could not qualify for ACS approval if they wanted to. The temp-to-perm companies recruit for, and on behalf of, big client security organisations. They recruit, vet and initially employ the security officers, deploying them where their clients need them. 

For up to 3 months, they act as a subcontractor, employing the security staff, but at the end of that period, they transfer employment to their clients, for a fee. These companies can, with some justification, call themselves recruitment agencies for these clients. 

No more dealing with a dozen small security companies to fill the gaps in your staffing. One company will supply people to you, and pass them into your employment after they’ve made a few quid out of them. The outcome? Recruitment headaches removed and potential reputational damage drastically reduced.

Check out this guide on ACS compliance and flexible security staffing for more insights.

Why These Models Appeal to Large Security Firms

Both of these systems are safer and far less likely to cause a newsworthy malpractice scandal than subbing work out to another security company, even if that company absolutely pinky promises that they will not further sub this work out due to their own lack of staff. 

I’ve heard of security officers found working on important contracts, getting paid £8ph, cash in hand, for a cowboy outfit that had been at the end of a chain of five security companies that had all subcontracted out the work. An important client mistakenly believed security was being performed by the staff of the large security company they had awarded the contract to! 

The End of the Easy Money Era for New Firms

In a nutshell, the days of lucrative subcontracting partnerships are numbered. Survival for a new company in the security industry will revolve around quality organic contract acquisitions and the diversity to provide additional FM soft services. Obtaining those vital contracts, however? That is every company’s $64,000 question. 

The era of quick wins through third-party subcontracting is fading fast. For new security firms, survival will depend on building direct client relationships, maintaining compliance, and embracing smarter staffing solutions. 

Platforms like GuardPass are already leading this shift—connecting licensed officers with vetted employers, ensuring transparency, and helping raise standards across the board. If you’re serious about staying relevant in the security industry, adapting to this new landscape isn’t optional—it’s essential.

In the UK’s security industry, it’s common to focus on visible expenses such as wages, equipment, and technology. However, beneath these apparent expenses lie hidden security costs—financial drains that can significantly impact your bottom line. These subtle leaks often stem from inefficiencies in security staffing, high employee turnover, compliance challenges, and outdated hiring processes. 

Security firms that switch to smarter hiring strategies gain a competitive advantage, lower operational costs, and a stronger reputation in the industry. This is why addressing these issues is crucial for maintaining a healthy security budget and ensuring the sustainability of your operations. 

Let’s discuss a few factors contributing to hidden security costs.

High Turnover: The Hidden Cost of Constant Rehiring

Security firms experience some of the highest turnover rates of any industry, with many employees leaving within months of being hired. This creates an ongoing need to recruit, train, and onboard replacements, driving up costs and reducing efficiency.

Recruitment Costs

Finding the right candidate takes time and money. Advertising vacancies, screening applications, conducting interviews, and processing paperwork all require financial investment and human resources. In the UK, the average cost of replacing an employee is £30,614, a figure that includes lost productivity and the administrative burden of hiring.

Training Expenses

Once hired, security personnel require training to ensure they meet industry standards and client expectations. This includes SIA licensing requirements, site-specific training, and health and safety protocols. The cost of training can quickly accumulate, particularly if staff leave before businesses see a return on investment.

Lost Productivity

New hires take time to adjust, and their efficiency is lower than that of experienced employees. Supervisors may need to provide additional oversight, impacting their own productivity. High turnover rates mean security firms are constantly operating in a state of transition, which can negatively affect service delivery.

Recommended Read: Recruitment Red Flags in Security Hiring

Overpaying for Last-Minute Security Staffing Needs

Unexpected absences or resignations create immediate security staffing gaps that security firms must fill quickly. Without a structured security hiring process in place, these gaps are often managed through costly alternatives.

Overtime Payments

When full-time security officers are unavailable, businesses often rely on existing staff to cover extra shifts. While this ensures continued service, overtime pay can be significantly higher than regular wages, significantly increasing payroll expenses. 

Subcontracting Costs

Hiring security personnel through subcontractors may seem like an easy fix, but it comes at a premium. Agencies charge fees that eat into profit margins, and the security officers provided may not always align with the client’s expectations or company culture. Over-reliance on subcontractors also reduces control over workforce quality.

Time-Consuming Hiring & Security Staffing Processes

The longer it takes to hire a security officer, the more a company loses in revenue and productivity. Outdated hiring methods prolong vacancies, causing operational disruptions.

Extended Vacancies

Security roles cannot remain unfilled without consequences. Every day that a position remains vacant, a company risks contractual penalties, service disruptions, and client dissatisfaction. Slow recruitment processes mean businesses struggle to respond to security staffing needs efficiently.

Administrative Burden

Manually processing applications, conducting background checks, and verifying SIA licences require time and effort. HR teams already stretched thin must dedicate resources to these tasks, pulling focus from other operational needs. Automating these processes can significantly reduce hiring times and improve efficiency.

Inconsistent Quality

Traditional hiring methods, such as generic job boards, often lead to an influx of unqualified applicants. Sifting through applications to find suitable candidates is not only time-consuming but also increases the likelihood of hiring someone who doesn’t meet the necessary standards.

Compliance and Vetting Expenses

The security industry operates under strict regulations, and failing to comply with legal requirements can lead to severe penalties and reputational damage.

Manual Vetting Processes

Conducting thorough background checks manually is expensive and time-intensive. Companies often have to rely on third-party services, increasing costs. Compliance with BS7858 screening requirements can take weeks, delaying the hiring process and leaving businesses short-staffed.

Risk of Non-Compliance

Employing security personnel who lack proper vetting or licensing can result in fines. Additionally, failing to meet compliance standards could lead to contract losses, insurance issues, and potential legal action. 

Recommended Read: How to Accelerate Screening While Ensuring Compliance

Poor Staff Performance Leading to Client Losses

The effectiveness of security personnel directly influences client satisfaction, retention, and business growth. A single poorly trained or unreliable security officer can lead to contract cancellations and reputational damage.

Service Failures

Security officers must be prepared to handle emergencies, enforce site policies, and de-escalate conflicts. Hiring underqualified personnel increases the likelihood of security breaches and operational failures, putting businesses and their clients at risk.

Client Dissatisfaction

Clients expect high standards from security providers. If staff are late, poorly trained, or unprofessional, clients may choose to switch providers. Negative reviews and word-of-mouth complaints can significantly harm a company’s reputation in a competitive industry.

Reputational Damage

Security firms depend on trust and reliability. A single bad hire who fails to handle an incident properly or acts unprofessionally on-site can lead to long-term reputational harm. In an industry where contracts are often won based on reputation, maintaining high security staffing standards is essential. 

Check out our resource on managing multiple contracts for streamlining security hiring.

Stop the Budget Drain & Adopt Golder Security Staffing Solutions

Every security firm faces hidden security costs that impact profitability, from high turnover and overtime pay to compliance risks and inefficient hiring processes. Addressing these issues requires a strategic, cost-effective security hiring approach.

GuardPass provides a technology-driven solution to these challenges, helping security firms reduce recruitment costs, speed up hiring, and ensure compliance. With access to a pre-vetted workforce of SIA-licensed security professionals, businesses can quickly fill vacancies with qualified candidates—without the added expense of overtime or subcontracting. They can also fill urgent security roles via flexible staffing. 

By integrating automated compliance checks and BS7858 vetting, GuardPass eliminates the time-consuming burden of manual hiring while ensuring every employee meets legal and industry standards. This not only reduces the risk of fines and contract losses but also improves service quality and client retention.

Ready to eliminate hidden security costs and optimise your security operations? Sign up for GuardPass and get started today.

The UK security industry is bustling with opportunities, but managing multiple contracts can stretch even the most efficient hiring processes. Different clients often come with unique requirements, whether it’s specific certifications, quick turnaround times, or bespoke skill sets. For mid-sized security companies, maintaining efficiency while staying compliant and reliable is crucial to have a well-structured security recruitment strategy.

In this blog, we’ll explore strategies to streamline your hiring process while catering to diverse client needs.

The Challenges of Managing Multiple Security Contracts

Handling multiple security contracts comes with its unique set of challenges. Each client brings distinct requirements, from demanding specific qualifications to expecting rapid response times. Add to this the need to stay compliant with regulations like BS7858 vetting, and the hiring process can quickly become overwhelming. Additionally, juggling overlapping timelines and ensuring consistent communication between your team and clients can strain resources. 

Recognizing these challenges is the first step to improving your security recruitment strategy and designing a strategy that is both efficient and scalable. By addressing these pain points head-on, security firms can build a reputation for reliability and professionalism in a competitive market.

1. Understand Client Expectations

A successful hiring process begins with a deep understanding of each client’s specific requirements. Not all security roles are the same, and knowing the nuances can help tailor your hiring strategy.

• Define the Scope: Work closely with clients to understand job roles, locations, shifts, and additional certifications like first aid or conflict resolution.
• Identify Key Skills: Pinpoint essential qualifications and soft skills, such as effective communication or problem-solving.
• Clarify Compliance Needs: Ensure alignment with industry standards, such as BS7858 vetting for certain roles​​.

Recommended Reading: Learn how to prioritise client relationships in innovative ways that also benefit your business in the long run.

2. Leverage Technology for Efficiency

When managing multiple contracts, manual processes can become bottlenecks. Integrating advanced hiring technology is key to developing a security recruitment strategy that’s designed to succeed.

• Use a Dedicated Job Board: Platforms like GuardPass are tailored to the security industry, offering features like pre-vetted candidates and video introductions​​.
• Automated Screening Tools: Services like GuardCheck, for example, provide fast and efficient BS7858 vetting, reducing screening time from weeks to hours​.
• Real-Time Updates: An integrated dashboard allows your team to track progress and manage candidate information for multiple roles seamlessly.

3. Prioritize Communication and Collaboration

Effective communication can bridge the gap between diverse client needs and your internal teams.

• Internal Collaboration: Ensure hiring teams are aligned on priorities. Use tools like real-time collaborative hubs to assign roles and track hiring stages​.
• Client Updates: Keep clients informed with progress reports, especially when filling urgent roles. This builds trust and showcases professionalism.
• Streamline Candidate Communication: Features like instant chat and video intros allow you to connect with potential hires quickly, reducing delays​.

Pro Tip: Maintain a shared calendar to manage deadlines and avoid conflicts between overlapping contracts.

4. Develop a Flexible Talent Pool

A flexible, high-quality talent pool is the backbone of streamlined hiring for multiple contracts.

• Build Relationships with Candidates: Regularly engage with pre-vetted and licensed professionals to ensure availability when opportunities arise.
• Invest in Upskilling: Offer training to expand candidates’ skill sets, making them adaptable to varied client demands​.
• Segment Talent Pools: Categorize candidates based on certifications, availability, and experience levels for quick matching.

Recommended Reading: Learn about the benefits of using the GuardPass Job Board and integrating it into your security recruitment strategy.

5. Maintain Compliance Across Contracts

Compliance is non-negotiable in the security industry. Overlooking key legal and ethical standards can result in costly penalties or reputational damage.

• Centralize Compliance Management: Use tools like GuardCheck to handle vetting and background checks in a streamlined manner​.
• Stay Updated on Industry Standards: Regularly review policies and certifications to ensure alignment with current regulations.
• Audit Processes Periodically: Establish a routine to review hiring practices, ensuring consistent compliance across contracts.

6. Track and Optimize Performance

Continuous improvement is key to managing hiring efficiently across multiple contracts.

• Monitor KPIs: Track metrics such as time-to-hire, applicant quality, and job post performance to identify bottlenecks​.
• Seek Feedback: Collect input from clients and candidates to refine your processes.
• Adopt Best Practices: Use data-driven insights to create standardized processes for similar contract requirements.

Simplify Security Hiring with GuardPass

Managing multiple contracts doesn’t have to be a logistical nightmare. By leveraging the right tools, maintaining clear communication, and prioritizing compliance, security companies can streamline their hiring processes effectively. Platforms like GuardPass—an all-in-one security hiring, training, and vetting platform—provide tailored solutions to help you meet client expectations without sacrificing quality or efficiency.

Sign up to simplify your hiring process.

2024 was a strange year for the UK security industry. There was a great deal of agreement about the issues that the industry faced and what was holding the sector back from success. Refreshingly, there was also much consensus about what should be done to improve matters. Let’s take a look at some security industry trends we can both learn from and look forward to in the year ahead.

2024: A Tipping Point

Several social media influencers are very publicly highlighting issues, and a growing number of good people seem to be mobilizing to stem the tide of industry decay.

Possibly most encouraging was the work of the SIA and the scaled-up investigations and enforcement operations that have begun to address the criminality and malpractice that we have all seen for far too long. There is a lot the SIA has not been able to do, due to either lack of resources or Home Office resistance, but the new levels of cooperation with organizations like HMRC, the GLAA, Police, and Immigration really do seem to be bearing fruit.

In a sentence then, I would describe 2024 as: ‘A tipping point.’

Or perhaps more informatively: ‘The year that the security industry managed to find its voice and loudly shout “ENOUGH!”’

Security Industry Trends to Look Out for in 2025

Well, in no particular order (I’m an industry analyst, not Nostradamus!) here is my take on what to expect in 2025. Let’s explore some security industry trends we might see in the year ahead:

1. Martyn’s Law Implementation

With Martyn’s Law at last being finalized and written into statute, security consultants will be tripping over themselves to offer their services to ensure compliance.

• Opportunity in Enforcement: The SIA taking responsibility for enforcement will spur the creation of focus groups and stakeholder committees.
• Cost-Effective Compliance: Once worried business owners actually read about the pragmatic requirements and access the free, high-quality guidance from the Police and NPSA, compliance will likely turn out to be far cheaper and less stressful than some doom mongers (Professional Security Magazine, for one….) feared.

2. Restructuring of the SIA

The new Protection of Premises legislation brings opportunities with a likely cash injection from the central Government. 

3. Mandatory Licensing of Security Companies

With the central Government looking at the private security industry again, 2025 may finally be the year for mandatory licensing of all security companies. The Manchester Arena inquiry recommended it. The SIA has been calling for it. The ethically run companies working within the industry have been crying out for it. So, will 2025 be THE year?

Exposing Malpractice and Criminality

I mentioned malpractice and criminality within the industry. This has flourished up till now because many of the traditional stakeholders, some of the biggest security companies in the UK, have benefited financially from “turning a blind eye” to what was going on. This is one of the biggest security industry trends we need to get rid of.

2024 has seen BBC investigative journalists looking at the scale of this scandalous problem, and many whistleblowers have come forward. I know that solicitor’s letters have been flying about, trying to scare many of these whistleblowers and witnesses into silence, but I see 2025 being the year that the national press exposes some big-name companies for their complicity in abhorrent business practices, bully-boy behavior, and endemic criminality.

Raising the Profile of the Security Commonwealth

There are a truckload of membership organizations within the UK security industry, all with their own niche sector operations and varying strategic objectives. Has anyone heard of the Security Commonwealth though?

For several years this has been the “stealth,” and seemingly completely pointless, umbrella organization for this myriad of groups, associations, and institutes. Having recently seen big changes within this organization, and knowing personally some of the excellent people that have been, and are getting involved, I can see a much higher profile for the SC in 2025.

This may hopefully be assisted by the expansion of their membership to include organizations such as the Guild of Security Industry Professionals, Working the Doors, and the trade union, the Security Industry Federation. This will allow the Security Commonwealth to leverage over 400,000 licensed UK security officers and should finally give them the volume to be heard outside of the silo of the security industry itself.

Recognition for Industry Contributions

Every time I see a New Year’s or Birthday honors list, I am aghast at how an industry that fundamentally exists for the protection of people and property (and I include 1s and 0s for my cyber friends out there…) manages to go completely unacknowledged and ignored.

Just maybe we will see someone that is doing selfless work to improve our industry recognized in 2025! OK. It may be too late for 2025, but YOU can make that happen. I’m going to nominate a couple of people for gongs this year!

I challenge you to nominate someone in the security industry that is doing great things as well. Look here for more info: Honors Nomination.

Some Names to Consider

Here are a few people that I am astounded have not been recognized already:

• Dawn Dines: Powerhouse behind the Stamp Out Spiking organisation.
• Michael O’Sullivan: Co-founder of the FREE TPSO magazine; FREE to join Guild of Security Industry Professionals; and creator of the https://www.violenceagainstsecurity.info website.
• Nicholas Reed: Tireless industry improvement campaigner and active member of numerous organisations including NAHS, Security Commonwealth, IFPO, Security Institute.
• Yolanda Hamblen: Creator and presenter of the Security Circle Podcast. Yoyo produces a weekly podcast bringing stories from professionals and experts from around the world, to a wide audience. Devoted to professional development, she is also a board member of the IFPO and champion of Equality, Inclusion and Diversity across our industry.
• Rick Mountfield: Former CEO at the Security Institute, at a time when it had purpose and direction. A great man, always happy to personally help members with advice and guidance, and a vocal advocate of professional development.
• John Lambert: Long time security industry standards campaigner. John has recently been fighting for official recognition (a la GLAA) for a fair charge rate framework in the security industry. This would allow clients and indeed, 1st tier security service contract holders to more easily recognise when they would be paying so little for services that their actions were potentially supporting organised crime, tax evasion, or modern slavery!
• Satia Rai: The unstoppable and dynamic powerhouse behind the reinvigorated IPSA. As CEO Satia is leading an organisation dedicated to supporting and representing UK front line security professionals, and nobody works harder to maintain positive publicity for the men and women working in our sector.)
• Leigh Turner: An unstoppable social media force working hard to discover and expose malpractice and criminality within our industry. Rarely a day goes by that he does not find a cowboy company prepared to pay way below minimum wage for dubious quality licensed SIA security workers. Leigh has also founded the Security Industry Compliance Association, working to raise standards and assist the authorities in bringing rogue companies to account.)
• Last but not least, Paul Fullwood: Director at the SIA responsible for huge positive movements in the investigation and enforcement sector. Paul has instigated the industry engagement and multi Government Departmental cooperation that is now seeming to bear fruit and setting the industry on a far more healthy and optimistic course. I salute you.)

Final Thoughts

I hope that, at the very least, this has provided food for thought and suggested the potential for huge positive steps that 2025 may see. Let’s seize the momentum of 2024 and make meaningful progress in the year ahead.

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The GuardPass Job Board and portal are designed to help security employers do their due diligence more efficiently. With automated workflows and AI-powered features, you can focus on the proper training, hiring, and vetting of your security team. Sign up to get started.

There is a massive issue today across the entire UK security industry. With highly dubious training SIA licence providers “selling” pass certificates, cloned licence cards and organised crime are helping individuals get work in an industry they are not qualified for. It is becoming harder than ever to ensure that the person you are hiring is being truthful about everything they say. All of that makes tackling hiring fraud an essential strategy for the UK security industry.

Understanding BS7858: The British Standard for Security Vetting

The British Standard for candidate vetting, BS7858, plays a massive part in ensuring that those that are not entitled to work in the industry, do not end up being deployed by unsuspecting employers. This level of vetting is time consuming, can be fraught with problems, and can still be circumvented by determined and organised fraudsters.

Recommended Reading: Learn to conduct proper candidate screening with this Comprehensive Guide to Background Checks.

The Challenges of Vetting Overseas Candidates

With so many front-line security officers now coming from overseas, it is increasingly difficult to positively verify their history and background. This often causes delays in onboarding that are frustrating for all concerned. The difficulty of verification can also sometimes lead to the termination of a security officer for not passing vetting before the completion of their probationary period. This is a growing problem since it’s directly related to hiring fraud.

A Real-Life Vetting Horror Story: Lessons Learned

I did a stint helping out our HR team a few years ago when we had to mass recruit for a big new contract. One chap had provided a contact name and direct telephone number for a former employer that covered most of the time we needed to verify. 

The result? I called him, and he indeed verified the information we had been given. Alarm bells were raised, however, as the contact didn’t use a company name when answering the phone to an unknown number. An hour digging about on the internet and a few somewhat awkward phone calls later, I spoke to an HR administrator in the company our security officer said he used to work for. 

Low and behold, they had never heard of the individual and sent me an email confirming that nobody by the name of our chap, had ever worked for them. It was time-consuming—but how many stressed HR admins would have taken the named contact’s word as satisfactory verification only to regret it later?

Ultimately, preventing hiring fraud starts with doing your due diligence before you hire someone. This makes proper channels of candidate screening, especially in compliance with BS7858 vetting standards, a necessary part of the hiring process for security employers.

The Rise of Third-Party Vetting Services: Are They All Equal?

Relatively recently, there has been a sharp increase in the number of third-party companies offering external vetting services. There are now robust technologies available which allow online remote document checking and verification. The cost of these services can vary wildly and with many companies starting up one week and seemingly disappearing the next, just how thorough and professional are the checks that they perform?

Introducing GuardCheck: A Game-Changer in Security Vetting

Now, the clever people behind the massive GuardPass app, have a cost effective, efficient, and best of all, completely BS7858 compliant solution: GuardCheck.

Whether you need a single new recruit fully vetted, or an intake of 100, GuardCheck offers a simple and professional service, providing absolute peace of mind, and freeing up your HR team to focus on the all important issues of staff welfare and development. 

How GuardCheck Ensures BS7858 Compliance

As an essential tool that helps employers tackle hiring fraud, GuardCheck gets the job done fast. Their multilingual teams are able to tear down language barriers, and have experience in the regions that they reach out to, so they can identify issues or discrepancies quickly. They also have the time to chase up unresponsive former employers, and are experienced in finding the right people to talk to, to get application form claims verified.

Speed and Accuracy: Why GuardCheck Stands Out

The GuardCheck team is highly trained in document verification and any potential variance from the expected, is immediately flagged for further investigation. SIA licences are also carefully checked and verified to ensure that all officially held information perfectly aligns with the details of the individual presenting the ID.

Save Time, Money, and Stress with GuardCheck

GuardPass has been around for years, providing useful and effective business tools for UK security companies, and the GuardCheck service very much underlines the reputation for excellence that they now enjoy. During your next wave of recruiting, don’t risk surfing the net looking for a decent external vetting service, save time, money, and the inevitable stress, and talk to GuardPass. 

Simplify and strengthen your security recruitment process by partnering with GuardPass today. Post jobs, vet candidates, and scale up your team all on one platform.

Try GuardCheck today.

I have hired hundreds of security officers over the years. Knowing just how important they are to the safe and successful operation of a company, I tend to be really fussy about who I hire. I think I know by now who will shine in the role and who would be a potential disaster. Sadly, there are far more of the latter in the job market these days—making it all the more important to hire good security officers you can rely on.

The Importance of Good Security Officers 

Security officers are the first line of defence, and their role extends beyond merely protecting physical assets. They contribute to creating a secure, welcoming environment, and help mitigate risks that could lead to financial and reputational damage.

Hiring the right people can never be an afterthought, because these are the individuals who can make or break your corporate reputation. It’s not difficult to find good security officers, either, if you know what to look for during the hiring process.

Recommended Reading: Learn how to hire the right people with our step-by-step security hiring guide.

Characteristics to Consider When Hiring Security Officers

Below are the key attributes that I look for when hiring corporate security officers.

1) Attention to Detail and Situational Awareness

The most fundamental skill for a good security officer is situational awareness. Front-line security officers must be highly observant, able to detect even the slightest irregularities in their environment. Whether monitoring CCTV footage, conducting patrols, or interacting with visitors, their attention to detail ensures potential threats are identified and addressed early.

Qualified security officers should be able to recognise patterns of behaviour that deviate from the norm. For example, they should spot someone loitering near restricted areas, identify suspicious activity, or notice unattended bags in crowded places. The ability to act on these observations, either by questioning individuals or reporting the matter to management, can prevent incidents from escalating.

2) Communication Skills

Clear communication is vital for all security officers. The ability to communicate clearly, both verbally and in writing, is essential for ensuring proper coordination with colleagues, management, and first responders when required.

On a practical level, good security officers must be able to provide concise and accurate reports of incidents, security breaches, or safety issues. They should also be able to interact professionally with a client’s staff, visitors, and contractors, conveying information regarding safety instructions or access control procedures.

Good communication skills are also crucial in de-escalating potential conflicts or threats. For example, if an individual is behaving aggressively, a well-trained officer must remain calm and speak in a way that defuses tension, potentially preventing violence or disruption.

3) Empathy & Conflict De-escalation Skills

In high-stress situations, conflict resolution and de-escalation are critical skills. Security officers often find themselves at the heart of potentially volatile situations, where emotions are running high. Disputes between employees and confrontations with members of the public can often escalate quickly.

A good security officer needs to approach these situations with calmness, patience, and authority. Empathy is important for a successful outcome. They must be able to assess situations quickly, and respond in a way that minimises confrontation. This may involve using verbal tactics to defuse a heated exchange or offering alternative solutions to resolve conflicts peacefully.

It is also important that a security officer should have the emotional intelligence to recognise signs of distress or agitation in individuals, allowing them to intervene in a way that avoids escalation. This involves active listening, empathy, and the ability to adjust their communication style to fit the situation.

4) Keeping a Cool Head Under Pressure

Security officers frequently face situations that require them to think critically and make decisions in high pressure situations. Whether it’s deciding how to respond to an alarm, handling a medical emergency, or managing access during a fire drill, the ability to think quickly and logically is vital.

Good problem-solving skills involve assessing the situation, understanding the risks involved, considering possible solutions, and making the best decision in the shortest time frame. In high-pressure environments, the decisions made by security officers can have a direct impact on the safety of employees, visitors, and physical assets. Security personnel need to act decisively and efficiently, using all the information available to them to select the most appropriate course of action.

5) Physically Robust

While intelligence and emotional intelligence are critical, physical ability is also an important factor. A security officer may need to respond quickly to emergencies, spend hours on their feet, or patrol large areas over extended periods. Being in decent physical shape is essential for performing these tasks effectively and maintaining energy levels throughout long shifts.

Moreover, physical fitness can have a direct impact on an officer’s confidence and ability to assert authority when required. Whatever the fitness level, a good security officer should be physically prepared to handle any emergency, from evacuations to dealing with unruly individuals.

6) Honesty & Integrity

Security officers must possess an unwavering sense of integrity. They are entrusted with the safety and security of people, potentially millions of pounds in physical assets, and sensitive information, so they must uphold the highest standards of honesty and ethical behaviour. Their conduct in every situation, whether in interactions with others or when managing security incidents, must reflect the values of the company.

A professional security officer understands the weight of their responsibility and the importance of confidentiality. They must always adhere to company policies, respect privacy regulations, and maintain the trust placed in them by the organization. In a high-profile company, where public relations are paramount, any lapse in integrity can result in significant reputational damage. So, a security officer must be aware at all times that they are an Ambassador for the client, their employer, the security industry and themselves.

Recommended Reading: Learn the importance of soft skills and why they should never be overlooked when hiring good security officers.

7) Tech Savvy

In today’s security industry, technology plays an increasingly critical role. Front-line security officers should be comfortable working with a range of security technologies, including surveillance cameras, access control systems, alarm systems, and communication tools. This requires not just basic technical knowledge, but also the ability to troubleshoot and resolve minor technical issues without relying on support staff.

Officers should also be able to interpret CCTV footage, use software systems to log incidents, and operate emergency communication tools. Their understanding of these systems enhances their ability to detect and respond to security threats efficiently and effectively.

8) Adaptability 

The security needs of a large organisation are dynamic, and the environment in which security officers work can vary rapidly. Good security officers must be adaptable to these changing conditions. They may be required to switch between different roles, such as monitoring security systems, conducting patrols, performing staff searches, assisting in emergency evacuations, or responding to unexpected incidents.

Flexibility also means being able to adjust to changing shifts, work in various environments, and handle a range of tasks as required. Officers should be willing to learn new skills and take on additional responsibilities, contributing to the overall effectiveness of the security team.

9) Legally Knowledgable 

A solid understanding of legal and regulatory issues is critical for security officers. They must be aware of the relevant laws surrounding access control, personal data protection (such as GDPR), health and safety, and the use of force. By being knowledgeable about these areas, guards are better equipped to act within the confines of the law, ensuring the company remains compliant with relevant regulations.

For example, if a security officer needs to detain an individual, they must know the boundaries of their authority and ensure their actions are legally defensible. A lack of understanding in these areas can lead to severe legal consequences for the security officer and employer, making legal literacy a key quality.

10) Attitude and Customer Service Skills

While security personnel are responsible for protecting an organisation’s assets and people, they also play a vital customer-facing role. Security officers are often the first point of contact for visitors, employees, or contractors. A friendly, approachable demeanour, combined with the ability to assist with directions, provide information, or help solve problems, is crucial in fostering a positive experience.

Security personnel should be trained to balance the enforcement of physical security with providing excellent customer service. This blend of assertiveness and helpfulness creates a secure yet welcoming environment, ensuring that the organisation’s public image is upheld.

Efficient Hiring with GuardPass

In conclusion, front-line security officers must embody a unique mix of skills and characteristics to do their job effectively. Vigilance, communication, conflict resolution, problem-solving, physical fitness, integrity, and adaptability are just a few of the many qualities required to succeed in this demanding role. By investing in the right training and support for our security personnel, we not only ensure the safety of our client’s operations but also build a trusted security workforce that reflects our company’s values and reputation.

Simplify your hiring process with GuardPass—an all-in-one job board that connects you with skilled, SIA-licensed, and qualified security professionals in the UK. 

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