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An increasing business trend is an expanded focus on personnel. This includes the recruitment, training and engagement of the individuals who are assigned to help create and maintain safer and more secure environments.
The tightening labor market has propelled this pressing need to the forefront. With fewer candidates for security officer openings – and openings in most industries – the competition for top talent is escalating. And, the security officer service providers are not the only ones feeling the pressure. Organizational leaders who contract security services are also impacted and must demand quality. Security providers with formal processes, responsive local managers and a culture of engagement are a set ahead.
How can you ensure you are receiving high quality security personnel who will take ownership for their responsibilities and find a long-term career at your location? Here are 3 key areas to consider when evaluating security providers:
Fit for Position
The security personnel assigned to a particular security program need to be selected specifically for it – based on the site’s criteria and the security officers. Security providers with structured processes to identify candidate’s preferences and match them to openings where they will excel are ideal security partners.
Engagement Culture
True engagement is cultivated through meaningful and varied initiatives. Security officers who have access to employer-provided benefits; training; ongoing communication; and career development opportunities are better satisfied, more productive and invested in the success of the program.
Recognition Programs
Security officers should be recognized for their accomplishments – on and off the job. Recognition programs that are formal and active; and an overall appreciation for security officers are indicators of how security officers are truly treated.
Read more about this topic in Source Security: .
About the Author
Catherine King was a Senior Vice President, 91ÊÓƵ Recruiting and Staffing Services.
