The difference between a guard who simply shows up and one who saves the day often comes down to vetting and training. In the security industry, this distinction isn’t just about performance—it’s about protecting lives, assets, and reputations. When a security incident occurs, the quality of your personnel becomes the defining factor between a minor inconvenience and a catastrophic failure.

Consider this scenario: Two security companies protect a high-profile corporate event. Company A hires guards quickly, focusing on filling positions rather than quality. Company B invests in thorough vetting and comprehensive training. When an unauthorised individual attempts to breach the perimeter, Company A’s guard hesitates, unsure of protocol. Company B’s guard responds immediately, following established procedures to neutralise the threat. The difference? Proper vetting and quality training.

The Hidden Costs of Poor Vetting

When security companies rush to fill positions without proper vetting, they expose themselves and their clients to significant risks. Poor vetting practices create a domino effect that extends far beyond the initial hiring decision.

The most immediate consequence is potentially hiring individuals with criminal backgrounds or questionable histories. Without thorough background checks, companies may unknowingly place individuals with theft convictions in positions of trust, or assign guards with violence-related offences to sensitive locations. These oversights create legal vulnerabilities that can result in costly litigation and damaged reputations.

High turnover rates, often resulting from poor hiring decisions, create cycles of constant recruitment and training costs. Research indicates that security officer turnover rates are extremely high across the industry, with some companies experiencing annual turnover rates exceeding 100%. The average cost of onboarding a new hire is estimated to be around £3,608 according to the Society for Human Resource Management, and with security firms often replacing their entire workforce annually, these costs compound significantly.

BS7858 Standards: The Gold Standard for Security Vetting

The BS7858 standard represents the pinnacle of security vetting in the UK, establishing comprehensive guidelines for screening personnel in security-sensitive positions. This British Standard provides a framework that goes beyond basic criminal record checks, encompassing employment history verification, identity confirmation, and ongoing monitoring requirements.

The standard mandates verification of identity through multiple documents, comprehensive employment history checks covering the previous five years, and criminal record checks through the Disclosure and Barring Service (DBS). Additionally, it requires verification of the right to work in the UK and regular re-vetting of personnel, with renewal periods typically ranging from three to five years depending on employer policy and industry requirements.

While BS7858 is not a legal requirement, it’s increasingly written into contracts, procurement frameworks, and supplier expectations. However, the complexity of BS7858 compliance has traditionally been a barrier for many security companies, particularly smaller operators who lack dedicated HR resources.

Recommended Reading: Ensuring Vetting Compliance

The Training Gap: Where Good Guards Become Great

Even thoroughly vetted security personnel require comprehensive training to perform effectively. The gap between basic SIA licensing requirements and the skills needed for real-world security challenges represents a critical vulnerability.

Standard SIA training provides a foundation, but cannot cover the specific requirements of every security environment. Effective training programmes must bridge this gap, providing role-specific skills that enable guards to respond appropriately to unique challenges.

Scenario-based training has emerged as one of the most effective methods for preparing security personnel for real-world situations. Rather than relying solely on theoretical knowledge, scenario training places guards in simulated situations that mirror actual security challenges, developing critical thinking skills and building confidence.

Communication skills represent another crucial area often overlooked in basic training programmes. Security personnel frequently serve as the first point of contact for visitors, employees, and emergency services. Their ability to communicate clearly and professionally can significantly impact security incident outcomes.

GuardPass: Revolutionising Security Recruitment

The challenges of maintaining high vetting and training standards while meeting urgent staffing needs have driven innovation in security recruitment technology. GuardPass has emerged as a comprehensive solution addressing these challenges through three integrated platforms.

GuardCheck represents a breakthrough in security vetting technology, built to BS7858 standards without compromising on speed or quality. The platform automates the complex vetting process, coordinating multiple verification streams simultaneously while maintaining comprehensive audit trails. This enables security companies to achieve BS7858 compliance in significantly reduced timeframes compared to traditional manual processes.

GuardTrain addresses the critical need for ongoing professional development in the security industry. The platform ensures that every officer maintains current qualifications and receives role-specific training tailored to their assignments. This targeted approach improves learning outcomes while reducing time away from operational duties.

The integration between GuardCheck and GuardTrain creates a seamless personnel management experience. Training requirements can be automatically assigned based on vetting outcomes and role assignments, ensuring guards receive appropriate preparation for their specific duties.

GuardPass serves as the marketplace where thoroughly vetted and properly trained security personnel connect with employers. The platform’s search functionality ensures that only verified guards with current credentials appear in results, giving employers confidence in personnel quality and enabling faster hiring decisions without compromising standards.

Measuring Success Through Quality Metrics

Establishing clear metrics for vetting and training effectiveness enables security companies to demonstrate value to clients while identifying areas for improvement. These key performance indicators should encompass both process efficiency and outcome quality.

Vetting process metrics should track both speed and quality outcomes, while training effectiveness can be measured through completion rates, assessment scores, and post-training performance evaluations. Client satisfaction metrics provide crucial feedback on the overall effectiveness of vetting and training programmes.

Conclusion: Investing in Excellence

The difference between adequate security and exceptional security lies in the quality of personnel and their preparation for challenges they face. Companies that invest in comprehensive vetting and training processes create sustainable competitive advantages.

The costs of cutting corners on personnel quality far exceed the investments required for excellence. Poor vetting leads to increased risks, higher turnover, and damaged reputations. Inadequate training results in poor performance and client dissatisfaction.

Modern technology solutions have eliminated many traditional barriers to implementing high-quality personnel processes. Platforms like GuardPass demonstrate that companies no longer need to choose between speed and quality—they can achieve both through intelligent automation and integrated workflows.

For security companies ready to elevate their personnel standards, the path forward is clear: invest in comprehensive vetting processes that meet BS7858 standards, implement training programmes that prepare guards for real-world challenges, and leverage technology solutions that enable both speed and quality.

The choice between a guard who simply shows up and one who saves the day begins with recruitment and training decisions. Start building your team of heroes today with GuardPass—where quality meets efficiency in security recruitment.

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.

Starting a security company today in the UK is a vastly different undertaking than it was 10, 20, or even 30 years ago. The fundamentals of protecting people, property, and reputation remain the same, but the environment we operate in has evolved — and continues to evolve — at an unprecedented pace. 

As someone who has dedicated three decades to the guarding sector, I’ve seen both the best and worst of this industry. Security company start-ups bring fresh energy and innovation, but they also face an uphill battle. From navigating SIA regulations to winning contracts and retaining staff, the barriers to success are significant.

Below, I examine what I believe are the biggest challenges faced by new entrants in today’s UK security industry — and offer some insights on how to navigate them.

Breaking Through a Crowded Market

The UK security industry is saturated. With over 4,000 SIA-approved contractors and countless unapproved operators, standing out is difficult. Many start-ups enter the industry under the impression that reliability and professionalism alone will win them business. Unfortunately, that’s just the baseline. Clients expect more, and they often default to larger, well-established players unless you can offer clear, compelling value.

Security company start-ups must answer a difficult question: What makes us different? 

Whether it’s niche market knowledge, use of cutting-edge technology, or superior customer service, start-ups must identify and communicate their USP clearly and relentlessly.

Navigating Regulations and Compliance

SIA licensing, ACS accreditation, GDPR, employment law, health and safety standards — the compliance landscape is complex and constantly shifting. Getting it wrong isn’t just expensive; it can destroy a fledgling business’s reputation before it’s even off the ground.

Too many security company start-ups underestimate the time and cost involved in staying compliant. Some cut corners, only to be caught out later. Others simply lack the experience to implement the correct processes from day one. I always advise new business owners to either invest in experienced SIA compliance personnel or outsource this function to trusted consultants until they can bring it in-house.

Security Recruitment and Retention in a Tight Labour Market

Good security officers are hard to find and even harder to keep. This isn’t a new challenge, but it’s intensified in recent years. Post-pandemic shifts in employment patterns, rising expectations around work/life balance, and cost-of-living pressures mean security workers are more selective than ever. 

High staff turnover is common, especially in the event and mobile sectors. If you are not already using the GuardPass system to recruit security officers, I highly recommend you check it out! 

For start-ups, this creates a Catch-22. Without a solid pipeline of work, it’s hard to promise regular hours. Without regular hours, it’s hard to attract and retain good officers. Gold start-ups tackle this by building strong candidate relationships early and offering perks beyond pay, such as flexible shifts, transparent communication, and prompt payroll.

Recommended Read: 5 Tips to Attract Security Talent

Winning Contracts Without a Track Record

Procurement departments are risk-averse. Most prefer to stick with suppliers they know, or those with proven experience. This makes it extremely difficult for new firms to secure meaningful contracts,  especially in regulated environments like government buildings, transport hubs, or critical infrastructure.

Security company start-ups must be realistic: major public-sector tenders are unlikely in year one. Instead, success often begins with small, local contracts. Proving reliability and quality on a small scale creates the references and case studies needed to pursue larger opportunities. Partnerships and subcontracting can also provide a valuable stepping stone.

Cash Flow and Financial Discipline

Security is a labour-heavy business with tight margins. Most contracts are invoiced monthly, often with 30, 60 or even 90-day payment terms. Meanwhile, staff expect to be paid weekly. This creates a cash flow pinch that has sunk many start-ups.

Financial planning is not optional. Even a profitable business can collapse if it runs out of cash. Accurate forecasting, prudent budgeting, and a robust credit control process are essential from day one. I also recommend that start-ups maintain a contingency fund or access to flexible finance, particularly if pursuing rapid growth.

Insurance and Legal Exposure

Insurance is another area where corners must not be cut. Public liability, employer’s liability, vehicle cover (if doing mobile patrols), and professional indemnity policies are the bare minimum. The right cover protects not just the company’s finances but also its reputation. Many clients won’t even consider a provider without robust, documented insurance arrangements.

Equally important is understanding legal exposure. A poorly worded contract, a lack of documented training, or an unclear assignment instruction can all lead to disputes, injury claims, or regulatory breaches. Experienced legal support may seem like a luxury for a security start-up, but it can save thousands in the long run.

Technology Expectations

Today’s clients expect more than boots on the ground. They want real-time reporting, GPS tracking, and evidence of performance. Large security firms have invested heavily in technology platforms to meet these expectations. Start-ups must find ways to compete, even if on a smaller scale.

The good news is that cloud-based solutions have made guard tour systems, incident reporting apps, and scheduling software more affordable than ever. But tech alone won’t impress; how it’s used, integrated, and explained to the client is what counts.

Cybersecurity and Data Protection

It’s no longer just about physical security. Every security company now handles personal data, staff details, client information, and CCTV footage. This makes them a target for cybercriminals and subject to stringent data protection rules under GDPR.

Start-ups can’t afford to be complacent. Even a small breach can trigger fines and reputation damage. Basic cybersecurity hygiene, secure systems, regular updates, staff training, and professional hosting must be part of the business DNA from day one.

Maintaining Quality Under Pressure

The moment a security company start-up wins a few contracts, it enters a new danger zone: overextension. Taking on too much, too quickly, often leads to service failure. Missed patrols, untrained officers, communication breakdowns, these can undo hard-won client trust in an instant.

It’s essential to scale sustainably. Deliver excellence on what you already have before chasing the next contract. Quality, not quantity, is what will build long-term success and referrals.

How GuardPass Helps Security Company Start-Ups

The challenges for start-ups in the security sector are real — from compliance to cash flow, staffing to scalability. But the good news is, you don’t have to navigate these alone. Platforms like GuardPass are purpose-built to ease the burdens security companies face every day.

GuardPass gives new and growing firms access to pre-vetted and licensed professionals, compliance tools, and the technology to manage hiring fast, all in one place. If you’re serious about growing sustainably, it’s time to stop firefighting and start building.

Read our blog on how GuardPass is streamlining security hiring to learn more.

Final Thoughts

Running a successful security company in today’s climate is not impossible, but it is hugely demanding. Passion, purpose, and professionalism are essential, but not enough on their own. Start-ups must be strategic, compliant, financially disciplined, and above all, client-focused.

After 30 years in the UK security industry, I still believe in its value and its future. New blood is vital. But it must be prepared. The best advice I can give any aspiring security entrepreneur is this: do your homework, seek advice from those who’ve walked the path before you, and never lose sight of the responsibility we carry.

Because in the end, our business is not just about contracts and uniforms. It’s about trust. Explore GuardPass and discover how we help security companies hire better, faster, and smarter.

Writing a compelling job advert is one of the most important parts of hiring in the security industry—but it’s also one of the most overlooked. For companies looking to attract SIA-licensed guards, poor job adverts are often the reason high-quality candidates scroll past or fail to apply.

So what’s going wrong? In this blog, we’ll walk through five of the most common job ad mistakes, with a practical job advert example for each, plus expert guidance on how to write job ads that get real results.

Want to skip the guesswork? Use GuardHire to access high-performing job templates and post ads directly to thousands of licensed security workers.

1. Being Too Vague or Generic with the Job Title

When you post an ad titled “Security Guard Wanted,” you may think it covers your bases. But in reality, that kind of vague language fails to speak to the guard’s actual experience, setting, or job expectations.

A job title is one of the most heavily weighted elements in job search algorithms. If it doesn’t match what the candidate is searching for, they’ll never see it, or they’ll ignore it if it seems low-effort.

Job Advert Example:

Low Impact: Security Staff Needed

Recommended: SIA-Licensed Retail Security Officer – Full-Time | Central Birmingham

This instantly tells the candidate what kind of job it is, what licence is required, and where they’ll be working.

Pro-tip: Use specific terms like Door Supervisor, Corporate Security Officer, or Event Security Guard to help the right candidates self-identify and apply faster.

2. Leaving Out Salary and Benefits Information

According to a recently published Reuters article, 71% of UK job ads include salary details, the highest proportion among major European countries. This reflects a steady rise from 48% in 2019, indicating that including salary information in job postings is becoming more common and may enhance engagement from job seekers.

Failing to mention compensation isn’t just unhelpful; it can come across as evasive or disorganised.

Job Advert Example:

Low Impact: Pay negotiable. Apply for details.

Recommended: £12.50/hour + overtime pay | Uniform provided | Weekly shift rota | Paid breaks

This transparency improves trust and reduces unqualified applications, saving everyone time.

3. Missing Licence and Vetting Requirements

In the security industry, compliance is non-negotiable. If your ad doesn’t explicitly mention the required SIA licence, right to work, or BS7858 vetting, you’ll waste time sifting through applicants who aren’t qualified.

Even worse, you may inadvertently invite legal or reputational risk by onboarding someone who shouldn’t have been considered.

Job Advert Example:

Low Impact: Must be qualified and ready to start.

Recommended: SIA Door Supervisor licence required. Candidates must be eligible to work in the UK. BS7858 screening will be completed before they start work.

If you’re not sure what BS7858 vetting includes, check out our comprehensive guide on BS78588 screening steps and details. Also, check out GuardCheck to learn how it can help you accelerate security vetting.

4. Using Corporate Jargon or Overly Formal Language

Security guards aren’t looking for “dynamic synergistic operational stakeholders.” Yet many job ads still sound like internal policy memos, not real human conversations.

When you use unclear or inflated language, you risk sounding tone-deaf or disconnected from the real demands of the job.

Job Advert Example:

Low Impact: We are seeking a punctual, detail-oriented self-starter to operationalise site-level security assets.

Recommended: We’re looking for a reliable guard to monitor entrances, support staff safety, and respond to incidents as needed.

Straightforward language builds rapport and attracts better cultural matches, especially in frontline roles where clarity matters.

5. Not Describing the Work Environment Clearly

One of the most overlooked job posting guidelines is failing to explain where the job takes place and what it’s like. Guards want to know if they’ll be indoors, outdoors, in retail, nightlife, high-risk, or quiet office spaces.

Without this, you increase the likelihood of mismatched expectations, dissatisfaction, and early turnover.

Job Advert Example:

Low Impact: Various shifts available.

Recommended: Evening shifts (6 PM – 2 AM) at a popular city nightclub. High foot traffic, queue management, and incident response involved. Team-based security support.

This paints a picture and helps the candidate assess if the job suits their skills and availability.

Quickfire Job Posting Guidelines for Security Roles

To help you quickly level up your hiring game, here’s a recap of top job posting guidelines:

• Use precise job titles (e.g., Retail Security Officer, Event Steward)
• Always list pay, hours, location, and key responsibilities
• Be clear about licensing and vetting requirements
• Avoid filler or jargon—be human
• Describe the working environment clearly

Recommended Reading: The Do’s and Don’ts of Security Job Ads

Use GuardHire to Post Job Ads That Actually Work

If you’re tired of low-quality applications or slow recruitment, GuardPass can help. With GuardHire, you get:

• Pre-written job templates for all major security roles
• Gold push notifications to licensed, active candidates
• Guaranteed applications (10+ within 5 days or a free boost)
• Instant messaging and video intros to assess candidates quickly

Instead of making the same common job ad mistakes, let GuardPass do the heavy lifting.

Final Thoughts

Your job advert is more than just a vacancy notice—it’s a reflection of your company, your standards, and your professionalism. With just a few key changes and a better understanding of how to write job ads, you can avoid these common job ad mistakes and dramatically improve the quality and speed of your security hiring process.

For a better way to post, vet, and hire, check out GuardHire and see why hundreds of UK employers trust it to find top talent, fast.

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.

There is nobody in a leadership position in any UK security service providing company that will honestly tell you that being successful is easy. Truth be told, outside of the top 100 or so earning companies, one major contract won or lost, can be the difference between staying in business, and failure. 

There are thousands of security companies in the UK, and this number seems to be growing on a daily basis. A delve through the records of Companies House is an eye opening experience. What we do not have in the UK is a hugely expanding pool of potential customers. 

This explains all too well the desperation for companies to recruit “talented” business development managers. Salespeople, to most of us. But even the best sales team can not create business on demand. Most potential clients are going to be somewhere in the middle of 3 or even 5 year contracts with their current security companies. Expecting a new business development manager to start bringing in new clients within a year of starting is naive and hugely unrealistic, despite the desperation that may have driven their employment in the first place, or the huge salaries that they can command.

Throw into the mix the plague the industry has faced in the last 10 years or so. Rogue companies willing to exploit labour, pay sub-minimum wage salaries to off-the-books workers, with dubious training credentials and suspect UK residency status, and genuine bona fide employers are facing an uphill struggle, as competing with charge rates that would never allow legitimately employed security staff to be deployed, is an all too common reality. Roll on security company licensing!

In the meantime, how can an ethically run security company survive?

Build Resilience

In the good times, company directors may succumb to the urge to draw down huge dividend payments. Who wouldn’t like to get up in the morning and have to choose whether to take the Bentley or Range Rover to the office? When the company is facing financial difficulties, however, very few employees will be too impressed when staff are being made redundant, and the CEO is still rolling up in his £200k motor (you know who you are).

Of course, enjoy the fruits of your labours, but build a financial war chest. Funds that can be used to help the company get through tough times. Money that can bring on board new key staff. Money that can be invested in ideas that will make the company more efficient in the mid to long term. A sum of money to use as insurance against future business difficulties. But everything is going great, and you don’t need to do that! As soon as that mindset sets in, you can guarantee that the unexpected will happen and what was plain sailing on Monday, has become a fight through the rapids of disaster by Thursday. Resilience is simply planning on how to deal with the unexpected and weather the storm when it comes.

Diversify

I have had the chance to do some consultancy work with several excellent London-based security companies recently. They are all expanding. I’d love to take the credit for that, but alas, they all have excellent and clever management. All of these companies have one thing in common. They are branching out and expanding the services they offer. 

A pretty standard looking security guarding company with a decent reputation does a lot of event work. Seeing how events operate, they have started a division providing qualified medics. They have another team consulting, installing tech solutions and providing experienced CCTV operators wherever required. Hearing that clients were not happy with the levels of basic mandatory SIA training, to ensure their standards were always top-notch, they even started their own training company. They can supply stewards, cleaners and even catering staff! You get the idea.

Another great company built its core business supplying fire watch wardens that were needed so badly after the awful Grenfell tragedy. It then got involved with a lot of local authority initiatives, networking, going the extra mile, and being able to say, “Yeah, we can do that for you” whenever any guarding, mobile patrols, event security work, or new short notice contracts came along. Local businesses also started to engage and work expanded.

To take advantage of opportunities, be flexible, move rapidly, make friends and network with business groups. 

Recommended Read: Benefits of Flexible Security Staffing

Take Expert Advice

In my consultancy role, I have a lot of companies come to me either trying to break into the security industry, or looking for ideas to solve problems and address business pain points that they are experiencing. Much of the time, the problems they are facing are things I have come across in over 3 decades in the field. A lot of the time, companies that have little experience in the security industry haven’t considered the legal compliance issues that they may experience or the hurdles they may encounter in proceeding with their plans. It is my job to identify these potential issues and either create potential solutions or find a path around them.

Seeking external advice is not an admission of failure. It signals a willingness to explore new thinking to get the job done. Please do your homework, though. I am not a specialist consultant. I provide security industry business guidance. There are different experts ready to help in a range of fields and disciplines, but get recommendations before you enter into any agreement. Be warned. Most consultants will want payment upfront for a specific service, or monthly in advance for ongoing client relationships. Their time is valuable, they don’t need to work with you, and they are not going to accept any 60-day payment terms.

Build a Positive Reputation, Fast

Brand awareness is important for any company looking to grow. You don’t have to be popping up on the Infologue top 100 earning security companies list to make a positive impression, however. Get your social media game on point! LinkedIn, Instagram, X and Facebook, in that order of importance, need to be actively managed with regular posts of positive and interesting content. 

Get out and about. Sponsor awards at big industry events if the budget allows. Attend all the Expos and Conference you can. Make sure you have senior people who are active members of the IPSA, IFPO, the Security Institute and ASIS UK and are happy to bang the gong about how great your company is. There are very few real “influencers” in this industry, but getting someone to make connections and introductions for you, as well as amplifying your social media content if they have a large professional security following, can be advantageous.

Looking at advertising? Always consider what will reach your intended clients. Want to sell alarm response services to wealthy residential markets? Consider Country Life rather than Professional Security Magazine. Looking to work with FM companies? Look at events and publications for their sector. Seems like common sense, but so many companies get it horribly wrong.

Recommended Read: Top Security Industry Influencers

Final Thoughts

Surviving in the UK security industry requires resilience, diversification, and a commitment to ethical practices. By leveraging technology, streamlining recruitment, and ensuring compliance, security firms can stay competitive. GuardPass simplifies this process, connecting you with vetted security professionals and offering the tools needed to build a strong, sustainable business. Sign up today!

Whatever you do and however you choose to run your business, please do not succumb to the temptation to cut corners, drop standards, or avoid the genuine costs of doing legitimate business by joining the ranks of the rogue traders out there. I wish you luck, and I’m always available if you need a push in the right direction.

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.