The more we as providers and businesses support a verified, clear security training pathway, the easier it will be to recruit, retain and prepare tomorrow’s security professionals to mitigate threats of all kinds and levels, says Rhiannon Limbert, PerpetuityARC Training.

A robust security industry provides many benefits to modern society, maintaining safety and peace for a nation’s citizens.

However, despite this crucial role, it continues to be stressed and stretched by demand.

Whilst we can discuss all the evolving threats, it would be better to focus on the things we can do to support our sector.  

The demand for security services continues to rise globally, necessitating the recruitment and training of skilled security professionals.

As discussed at the recent SJUK Leaders in Security Conference, the next generation of security professionals are entering the sphere – some more prepared than others.

The difficulty organisations are experiencing in recruiting effective personnel is underpinned by the struggle young people and career changers are having with finding their career pathway within the huge field of ‘Security’.   

A survey conducted by the Security Industry Authority (SIA) in 2022 found that businesses have difficulties to recruit and retain security operatives, citing reasons such as “roles viewed as a stop gap rather than a career” and “lack of available career pathways” to name a few.  

Recruitment 

It is widely accepted that when recruiting candidates for specific job roles, evidence of suitable training stands out.

Although sector-specific experience remains a very desirable and often a required factor for many appointments, recognised security qualifications are increasingly sought after.

But what do you do when these are missing?

We recently spoke to  UK technical company Safeguard Solutions, which had such an issue recruiting trained engineers for its team that it negatively impacted their business operations.

During the recruitment process, a substantial skills gap was identified between the technical skills required and those available in the talent pool.

To address this disparity, the organisation re-evaluated its recruitment and training strategy.

In addition to external hiring, they now focus on employing individuals who demonstrate a willingness to undergo professional training provided by a specialised partner.  

Following the adjustment to the hiring model, the organisation is experiencing numerous benefits, they are recruiting talent faster; individuals, trained to BTEC and industry standards, can complete jobs with no or minimal technical support; the company can confidently send its engineers out representing their name, knowing they are competent and safe.

As a result of this investment in their employees, staff retention has increased, and the individuals are thriving.  

As the industry changes, we need to adapt with it.

That may mean changing our approach to recruitment and understanding the importance of training as an investment in our professionals and not a ‘cost’.

A young person entering the industry for the first time, or a new candidate with no experience, needs investment, but this shouldn’t deter. It is the perfect opportunity to grow someone in best-practice, building their expertise from the ground up. It can be daunting for new professionals to step into an environment where colleagues have significantly more experience and the challenges seem overwhelming.

As the SIA study revealed, a lack of clear career guidance and mentorship often leads to attrition within the industry.

To drive progress, it’s crucial that we support and retain new talent who can propel the industry forward.  

What are the options? 

Certified training programmes such as apprenticeships, BTECs, Undergraduate degrees or Master’s degrees delivered by an established centre will ensure that professionals have access to the latest best practice methodologies which they then bring to their workplaces ultimately benefitting the organisation.

For example, employees who complete security management training should be empowered to integrate newly acquired methodologies into the organisation’s resilience, risk, and threat management strategies.

This not only enhances the organisation’s preparedness but also instils a sense of purpose and value in professionals, who can see the direct impact of their contributions on the success and stability of the workplace.  

Leveraging internal resources is also crucial. Senior professionals are sitting on years of fantastic experience.

It is important that seasoned experts take an active role in mentoring and training the next generation, nurturing their passion for making a positive impact.

When opportunities for professional development arise, it’s important to encourage participation.

Networking events, mentoring programmes, and industry memberships offer cost-effective ways to support professional growth. If training seems overwhelming and you’re unsure where to begin, there are providers who offer free, impartial advice on the most effective methods.

Talent can be trained, as well as recruited.  

Of course, with rising costs not every organisation will have a training budget they can utilise.

In those instances, a simple 1:1 conversation discussing career planning can help the individual establish for themselves if/where they want to go and identify any areas of interest the employer can support.

This gives the organisation time to put together some kind of development plan ready for when funds do become available in the future.

We must be looking always at improving and driving standards in security, and that starts with early training intervention of ‘new recruits’ as well as Continuous Professional Development for seasoned pros. 

What’s becoming clear in our conversations with people is that organisations MUST be willing to support their employees’ growth.

According to US firm Snappy, 1 in 3 employees report being demotivated when they feel undervalued, impacting their overall performance and well-being.

By nurturing security professionals, society benefits from effective security services, ensuring the continued protection of people, property, and assets, and organisations have a growing bank of talent and increased staff retention. 

The common chorus repeats that “security is everyone’s responsibility” but you could also argue so is professional development.

Through security training programmes, organisations and individuals can make strides towards building an effective security culture, one that not only assists with the prevention of attacks, but also with the development of staff-wellbeing.  

From the beginnings of security training and its key introductions to the pinnacle of accreditation –an MSc in Security – the more we as providers and businesses support a verified, clear security training pathway, the easier it will be to recruit, retain and prepare tomorrow’s security professionals to mitigate threats of all kinds and levels. 

This article was originally published in the October Edition of Security Journal UK. To read your FREE digital edition, click here.