When it comes to hiring the most reliable security guard for a company, many employers assume that an impressive resume packed full of experience yields a reliable security guard. However, more often than not, experience does not guarantee reliability! Additionally, even if a candidate is reliable, they may not be the right fit for a company. Below, we discuss a few ways in which recruiters and managers can make confident hiring decisions when filling an open security position.
How Experience Does Not Guarantee Reliability | Consider Personality Type
Now, we have touched on this before, but it is critical that we mention it again! A security guard whose personality fits a company’s culture and can fill the company’s needs will often make the difference between a well-handled situation and a multi-million dollar lawsuit.
When Recruiting Security Personnel, Identify Your Security Needs
Many corporate companies look for strong, unwavering individuals that have a diplomatic demeanor and a soft, yet firm, approach. That way, when an inevitable situation arises, this type of guard effectively handles it without ruffling feathers or causing unnecessary friction. For a corporate company with an image to uphold, this is paramount.
Contrarily, many bars, nightclubs, and even some special events prefer to hire guards that are direct, use a tough tone, and will immediately escort people off the premises when needed without changing their minds.
Both “types” of security guards are great for these specific roles! However, if the personality type is placed in the wrong role, avoidable problems can arise. Therefore, individuals responsible for hiring guards must first identify the type of security their company needs. Then, spend some time learning what personality type will work best in that situation.
Know, and Be Able to Explain, the Company Culture.
Similar to determining the security needs for a company, it is critical that the hiring manager also identifies their company’s culture. A security guard that does not get along with their co-workers will, more often than not, dislike their job or feel uncomfortable when on-site. As a result, they may not take their position seriously or go to the extra mile when distinguishing a problem. Now they definitely do not need to get along with every single person in the company, but they should share similar underlying values.
Experience Does Not Guarantee Reliability | Skin in the game?
Sure! A security guard may have over 20 years of experience, but there is a very big difference between an individual who
- Has 20 years of security experience working for 2-4 companies
- Has 20 years of security experience working for 30-40 companies, some of which are under the table. (This is a red flag!)
With just this information, can you identify which guard is likely ‘more reliable”?
When hiring security personnel, it is the recruiter/hiring manager’s job to identify red flags. Though the above sample is an extreme example of when experience does not guarantee reliability (and is easy to identify when looking at a resume), there are additional indicators that are just as useful!
Is the Candidate Willing to Invest in their Career?
When it comes to hiring a security guard, a company does not want a complacent individual just looking for a paycheck! One of our favorite ways to identify this is by determining whether or not they are willing to put skin (or rather, money) in the game!
A technology company based in Denver that is hiring a receptionist, even with a relaxed definition of “business casual”, requires a clean appearance. Why? They want other people to know that the receptionist respects their company, which in turn, earns the company additional respect. Now, does the company employing the receptionist pay for their jeans and body soap? Likely not, and the same is true for companies employing security guards!
When hiring a guard, simply including the following questions on the application can help determine whether or not they are willing to put skin in the game:
“Are you willing to pay for required equipment? Are you willing to follow our personal hygiene requirements?”
If their answer is “No,” this is a red flag!
Additional Education and Training
Requiring applicants to list certificate programs or any additional training is another trick to identify red flags! Better yet, requiring specific certificates or training before hiring, can quickly weed out candidates.
Note that, when a company requires training and certificates, this does not mean that the company has to pay for the courses! (Though, this can be a tool for employee benefits.) Many companies require candidates, regardless of the role, to have a degree or certificate.
When it comes to security, experience does not guarantee reliability! Here at BPS Security, we use the tips listed above (along with many more) to help hire the most reliable candidates for our clients! We said it before and we will say it again, and again — placing a security guard into a role where they can make a difference in life and death! Therefore, we take this very seriously!