Summary

Staff turnover resulting from new security hires who never report for work or resign before Day 60 is a burgeoning problem that recruitment and employee interview strategies can mitigate.

Issue

Successfully managing a changing labor market and attracting and retaining talent is a crucial component to meeting security requirements and mitigating labor costs.

Benefits

Optimized hiring systems and robust retention strategies are critical for reducing the enormous expense of recruiting, on-boarding, and training new hires; end-users benefit when working with providers that can provide a stable security force.

Process or Approach

Industry data show that turnover has steadily increased, and retention has steadily decreased, since 2015. One growing problem is “new hire turnover". Four ways to reduce the impact of this particular problem:

1. Critically examine whether it’s practical for the job candidate to do the job. Ensure they have transportation and that their commute to work is reasonable, for example. If a job is a logistical challenge, individuals are likely to leave when they find something that is a better fit.

2. Be honest and clear about the conditions the new hire will experience. Inform them (and, if possible, let them see for themselves) the environment they will work in. For example, a security officer who will be assigned to an airport may picture working in an air-conditioned terminal and might quickly resign if they discover their post is outside in the summer heat.

3. Use as wide range of recruitment strategies as possible, such as enlisting existing staff to help bring in new people. Relying on online recruiting can exacerbate the problem, as it simplifies applying for jobs, which means many candidates are likely to have put in dozens of applications to different companies. They might accept the position, but then switch to a better job offer before the start date.

4. Design recruitment efforts to attract various types of workers. Millennials comprise the greatest percentage of security officers, data show, but retention rates are higher for Generation X and Boomer workers. Posting jobs on Facebook and other social media sites is a simple strategy to attract large numbers of applicants, but they tend to attract younger workers. If a security company wants to attract older workers who tend to stay longer, they may need to think about strategies to specifically target those potential workers.

Imperative

When turnover is high, organizations must endure a parade of new officers who are unfamiliar with the company, its rules, its security procedures, and its culture. When choosing a security provider, end-users should choose well-resourced security firms have in place key programs to positively engage and motivate their staff.