8 errors common hiring security companies
Recruiting in the security sector is extremely difficult. security companies often deepens These problems make the 8 most common errors:
Without the ad clear and precise job descriptions.
Companies often make the description sound interesting, it really is, or leave it vague attempt to attract more candidates. This strategy could attract more people, but usually they are people who do not want. You can access the recruitment process to the worker only know the real job is not what he or she thought. Instead of clear and specific job functions. List of candidates who do not want to do the job thoroughly and contribute to reducing the volume of new employees.
Does not display a list of professional qualifications.
If you need a special permit or the degree of filling the role of employment at the same time provide a description of the position. This life without reservation Candidates spreading. Too many managers waste time selecting candidates who do not meet basic requirements. Do not be one of them!
Involvement of the "warm bodies."
Some companies are desperate and hire candidates just because they can fog a mirror. While this may be an effective short-term, long term is harmful to the company and its image. Instead, the time should be to find the right person. If your company does not have an emergency plan, the opportunities that can be used for short now!
Do not make reference checks.
It's amazing how many security companies do not pick up the phone and do basic tests and employment references on candidates. It is standard procedure in many other fields. So you can learn a lot from this simple exercise. The security industry is full employment larvae will continue to follow the same pattern. Reference checks are an easy way that their candidate has not left a previous employment conditions, good or bad. If you find that there is no history of employers anxious to avoid potential problems.
Do not see the leaders to meet candidates.
If you are an HR department, it probably does not work directly with the person interviewed. Security firms to employ people with no opinion superior. This is a recipe for disaster. If the driver is suitably trained person led to their own subsistence. If not, who feel at the same time to achieve. Your contribution could be valuable, and if it no longer can work with a person who just save yourself the potential headache.
To hire someone just because they had a job before.
Finds a large sector of security. Managers want to hire people who are in business and whether the work ahead. Limits the amount of creativity and new ideas, which are set to work. In addition, the Surveillance must help employees unlearn bad habits that he is back on the road. Experience can be an advantage, but you should not just because the candidate is employed.
Renting is someone like you.
Easily is to hire someone who is like you. However, the company benefits its clones work? Diversity is the key. Companies need people with different strengths and experience in development. Remember that if any rent is the same as they all have the same weakness!
Looking for Superman.
Superman is the last instance of the employee. Who would not want someone working for them, which is faster than the projectile velocity, more powerful locomotive, and able to leap tall buildings in a single bound? More heat vision is too good. But real people have real limits. If set the bar too high that will never be able to fill the vacancy. Instead of looking for the right person at the right place. Man of Steel to save the people!
About the Author
Chris Shilling has vast experience in the Security, Leadership, and Business Management fields. He and his partner currently operate the recruitment website www.securityemploymentservices.com.
‘Security Clearance’ barrier to jobs
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