Many times when you need to hire security guards, you needed to hire them yesterday.
Perhaps you’ve just signed a new client and you have 30 days until you need to be staffed at full capacity.
Maybe you’ve just had a guard quit in a storm of fury and you don’t have a backup.
Maybe you’ve had trouble with your guards showing up and your client is letting you know about it.
There are many reasons you need to make a guard hire and you need to do it fast. There are two ways to think about hiring with a quickness: the short-term way and the long-term way.
Short-Term Hiring Tips
- Your company absolutely needs a referral program for new guards. Referral employees are proven to last longer than those who found you through a career site.
- PRO TIP: Stagger your referral bonus so the referrer gets paid at incremental levels based on how long the employee stays with your company.
Indeed - Sponsored Postings
- If you’re in a pinch - and especially if the contract depends on it - head to Indeed and use sponsored postings. Sponsored postings remain at the top of the search results and your job is guaranteed to be seen.
- Make sure you’re following the guidelines on how to write the perfect job posting for security guards.
VFW & American Legion
- Veterans are typically highly qualified to be excellent security guards. Ask permission to hang your job flyers at their posts. They’re usually more than happy to accomodate.
Long-Term Hiring Tips
Building a Database
- This is the #1 way to hire quickly. It can’t be emphasized enough how important it is to have an applicant tracking system that allows you to build a database of all your previous employees and applicants.
- You’re interviewing hundreds to thousands of potential candidates, and you’re not going to hire them all. But at any point in time in the future, you can use this database to send mass messaging to your former applicants who have already expressed interest in working for you.
Watch Your Reputation
- Your applicants are researching you whether you like it or not. Keep an eye on how your company is being portrayed on Glassdoor. Kindly respond to reviews both positive and negative, and show that you care about what your current and former employees have to say.
- You also have the opportunity to paint your own picture of what it’s like working at your company. Recognize the fact you’re selling people. How do you improve morale and quality of life? How do you equip your team with resources? All of these things add up and become a part of what you’re selling - your company culture and identity.