Recruitment in the security industry has been a challenge for years. And the impact of April’s cost increases for employers is only likely to make the situation more difficult again. There are multiple issues at play, including increasing levels of violence, and security wages that have gradually crept closer to National Minimum Wage. This makes it ever more demanding to find and retain the right people.
In the first blog of our Security Talks: The Price of Protection series, we're exploring how businesses can navigate these challenges and find, attract and retain the right staff.
In this blog, we'll talk about:
- Developing an understanding of what ‘good’ looks like when finding security staff
- Balancing the pay rate to get the best staff without wasting budget
- Integrating staff into the team to keep them around for the long run
Finding the right security staff
Security personnel play a vital role: protecting people, assets and a brand's reputation. As retail crime grows, it's essential to recruit staff with the right skills to be effective.
Before recruiting - or working with an outsourced supplier - a company should have a clear idea of what 'good' looks like for them.
Phil Wright, director at Cobac Security, explains some of the factors taken into account while recruiting. "At Cobac, we know what we want to provide from a calibre perspective: someone who can communicate, who's got a physical presence, who can resolve conflict, who's willing to follow management instructions - and we obviously want to supply a service at a level that matches the ethos of our company."
"At Cobac, we know what we want to provide from a calibre perspective - and we obviously want to supply a service at a level that matches the ethos of our company."
There are plenty of considerations that come into play, including:
- The crime rates and trends in the local area
- How the business wants to be perceived
- The expected tasks and requirements at the location
- Any site-specific trends around theft, violence and other incidents
While the specifics vary for each business, in general, staff should have strong communication and conflict resolution skills. These are essential for handling confrontational situations calmly and effectively. A confident physical presence, coupled with a vigilant and proactive approach, is key for deterring threats and responding swiftly to any incidents. For brands who need a high level experience, customer service skills and a professional manner are also essential.
Setting a realistic pay rate
Getting the pay rate right is critical. We have to be realistic that it’s often the first thing people look at when job hunting. Setting it too low risks compromising the quality of security. But setting it too high risks wasting valuable budget - as Cobac director Bryn Taylor explains:
"If we're recruiting at National Living Wage for a qualified position that has associated risk, you're not going to attract a good quality of person for that wage when they could take up a role in any sector. Likewise it has a maximum point. If you're paying 20% above National Living Wage in certain locations, you're probably not getting the value above that maximum, because there's a limited number of licensed security officers.”
"It comes down to what a client's approach is on a differentiator between National Living Wage and a reasonable wage for a high quality, well trained, well managed security officer. The ability to recruit is going to be directly dependent on where they sit on that spectrum."
"It comes down to what a client's approach is on a differentiator between National Living Wage and a reasonable wage for a high quality, well trained, well managed security officer."
This is where benchmarking becomes an essential exercise. As Phil continues,
"Benchmarking helps identify appropriate pay levels by comparing similar roles within the same geographical area. For some clients, getting the level of the officer that they want for their brand, for the image they want to portray, might mean being within the top 50% of pay rates within the area. For others, who want the absolute creme de la creme, they’d have to be pitching pretty close to the top - as well as having a great work environment for that officer, to get the quality they’re after.”
Regular benchmarking across similar regional roles can help to achieve this balance. This helps businesses offer competitive wages without overspending, and keeps jobs attractive.
Maximising staff retention
Compensation is undeniably important, but a positive environment is equally vital in retaining staff. Phil notes,
“To keep quality staff, they’re going to have to feel like, “I want to come to work”. It’s not just about paying well. If they go to work and feel ignored, or not integrated into the team, they’re not going to stay. If officers feel valued, respected and part of the team, they’ll want to be there and they’ll develop loyalty, significantly improving retention.”
Cobac's Managing Director, Diane Johnson, agrees, "If an officer turns up for work, stands on the door and no one speaks to them, then you've lost money that day because it's not fruitful. They've not got any loyalty.”
“Where we see it work best is where clients get to know the staff on site, check they're okay, make them part of the team. These are professionals. When people treat them as such, and they feel valued and part of solving the problems going on, it develops loyalty and mutual respect. There's an awful lot to be said for the impact that a client's relationship with an employee has on their motivation and their willingness to stay in a role."
"These are professionals. When people treat them as such, and they feel valued and part of solving the problems going on, it develops loyalty and mutual respect."
In an environment where recruiting the right people can be an arduous task, retaining good staff is crucial for longer-term security effectiveness and cost efficiency.
Takeaways
- Keep soft skills in mind when recruiting or outsourcing, and have a clear idea what your business needs.
- Be realistic about the skill level you'll get for minimum wage. Benchmarking is a solid way of getting the experience you need for a realistic budget.
- Review how staff are integrated into the business, and provide a positive environment to keep them around longer term.
Final thoughts
Recruitment challenges aren't a new issue in the sector, and they're not going away any time soon. But these three key elements help to ensure that the available budget is spent in the most efficient way. Finding staff who are capable of fulfilling the role - and retaining them long term - is essential for reducing costs and maintaining effective security.
Looking for a smarter way to manage costs without compromising on protection?
At Cobac Security, we provide tailored, data-led security that gives you confidence and control - whether you're looking for ad-hoc support, short-term projects or robust ongoing support. If you're reviewing your security provision in light of April's cost increases, we'd be happy to help you explore practical options that work for your business.
Call us on +44 (0)1332 948320 or email information@cobacsecurity.co.uk to start the conversation.
