{"id":37012,"date":"2023-08-16T15:00:45","date_gmt":"2023-08-16T15:00:45","guid":{"rendered":"https:\/\/www.guardpass.com\/resources\/?p=37012"},"modified":"2024-03-06T06:42:59","modified_gmt":"2024-03-06T06:42:59","slug":"7-effective-strategies-for-security-hiring","status":"publish","type":"post","link":"https:\/\/www.guardpass.com\/resources\/7-effective-strategies-for-security-hiring\/","title":{"rendered":"7 Effective strategies to attract and retain qualified security professionals."},"content":{"rendered":"\n
\n

Firstly, what is the state of the industry right now?<\/strong><\/p>\n\n\n\n

There currently exists a catch-22 situation<\/strong> in UK security industry recruitment. Due to the much-discussed, \u201cshortage of licensed personnel<\/strong>\u201d, available front-line professionals are in high demand and tend to go to the highest bidder. Unfortunately, across the board, clients have their heads collectively shoved in the sand and are shouting \u201cLA LA LA, WE\u2019RE NOT LISTENING!<\/strong>\u201d when any supplier dares to suggest that unless the charge rate increases, they will not be able to pay enough to attract staff of the calibre desired.<\/p>\n\n\n\n

So much for supply and demand.<\/p>\n\n\n\n

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

The race to the bottom is over.<\/p>\n\n\n\n

Everyone has lost.<\/p>\n\n\n\n

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

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

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

Here are my top seven tips.<\/strong><\/p>\n\n\n\n

    \n
  1. Make it clear in recruitment ads that you only pay via a PAYE system<\/strong>, provide paid holiday, free uniform, and vet recruits to British Standard requirements<\/strong>. Whilst this will not in itself attract good people, it will deter those with dodgy provenance, looking for a cash-in-hand gig whilst signing on or driving an Uber during the day.<\/li>\n\n\n\n
  2. Let your employees know that they are appreciated. Be fast to praise and criticise quietly and constructively. Make sure that your supervisors and contract managers develop a good rapport with your people, as a huge factor in staff retention is the relationship with management.<\/li>\n\n\n\n
  3. Let your people know that personal growth and development are a priority. Provide mentorship and additional training, and promote from within as much as possible. When a company demonstrates this sort of investment in its staff, it generates a great deal of loyalty.<\/li>\n\n\n\n
  4. Company sick pay is always high on any employee\u2019s list of benefits and clever management can reduce the cost to a level where this may become feasible. Have a one-year qualifying period. Only pay from the third day of sickness onwards to reduce the cost of \u201changover days<\/strong>\u201d. Set a maximum sick pay allowance of 20 days<\/strong> in any year, and any leave over 5 business days will require a doctor\u2019s note.<\/li>\n<\/ol>\n\n\n\n

    Another thing to consider.<\/p>\n\n\n\n

    Do NOT pay your head office admin team sick pay, if you do not do this for your front-line staff! It creates an \u201cus and them<\/strong>\u201d atmosphere, causes division, and makes people head for companies that better appreciate their Officers.<\/p>\n\n\n\n