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8 Common Recruiting Mistakes made by Security Companies

By: Chris Shilling

Recruiting in the Security Industry is an extremely difficult task. Security Companies often compound these problems by making these 8 common mistakes:

Not posting accurate and clear job descriptions.

Companies tend to make the job description sound more exciting then it actually is, or leave it vague in an attempt to attract more applicants. This strategy may attract more people, but they are typically people you do not want. You could go through the entire hiring process only to have the employee find out the actual job is not what he or she believed it was. Instead post a clear and detailed description of the job functions. This will prescreen out applicants who do not want to perform the specific job and help limit new employee turnover.

Not posting a list of job qualifications.

If you need a specific license or degree to perform the job function then that needs to be posted with the job description. This will force unqualified applicants to screen themselves out. Too many managers waste time sorting through applicants who do not meet the basic qualifications. Don't be one of them!

Hiring "warm bodies."

Some companies become desperate and hire candidates simply because they can fog a mirror. While this may be an effective short-term solution, over the long term it is detrimental to the company and its image. Instead time should be taken to find the right person. If your company does not have a contingency plan for times you may be short employees make one now!  

Not conducting reference checks.

It is shocking how many Security Companies do not pick up the phone and do basic reference and employment checks on candidates. This is standard procedure in many other fields. So much can be gained from making this simple effort. The Security Industry is full of job hoppers who continually follow the same pattern. Reference checks are an easy way to find out if your candidate has left previous jobs on good or bad terms. If you find that there is a history of upset employers, steer clear of the potential problem.

Not having shift supervisors meet candidates.

If you are a Hiring Manager chances are you will not be working directly with the person you are interviewing. Security Companies will hire individuals without getting the direct Supervisor's input. This is a recipe for disaster. If the Supervisor is properly trained have that person conduct his or her own interview. If not, have them sit in while you conduct one. Their input could be invaluable, and if they feel like they cannot work with the individual, you just saved yourself a potential headache.

Hiring someone just because they have performed the job before.

This is a big one in the security industry. Managers want to hire employees who have been in the business and done the job before. This limits the amount of creativity and new ideas that are brought to the workplace. In addition, supervisors must help the employee unlearn all of the bad habits that he or she has picked up along the way. Experience could be a plus but make sure it is not the sole reason a candidate is hired.

Hire someone who is just like you.

It is easy to hire someone who is just like you. However, will the company benefit from having your clones running around everywhere? Diversity is the key. Companies need individuals with different strengths and expertise to flourish. Remember if everyone you hire is the same they will all share the same weaknesses!

Looking for Superman.

Superman is the ultimate employee. Who doesn't want to have someone work for them who is faster then a speeding bullet, more powerful than a locomotive, and able to leap tall buildings in a single bound? Plus heat vision is pretty cool too. However, real people have real limitations. If you set the bar too high you will never be able to fill the available position. Instead look for the right person for the right job. The Man of Steel has too many people to save!

Author Bio

Chris Shilling has vast experience in the Security and Business Management fields. He and his partner currently operate the recruitment website www.securityemploymentservices.com.

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