One of the most difficult tasks for any security guard company manager or owner is finding qualified security guards. We all know that finding a warm body is easy to do, but hiring security guards that don’t upset your customers, or earn you a 30-day termination letter, is a lot more daunting. So as a security guard manager who is looking to hire the cream of the crop what should you be doing? Well, in the same manner that your officers should be thinking about their W’s (who, what, when, where, why, and how) when they write an incident report, you should be thinking about your W’s when hiring security guards.
I know from experience how tough it can be to run a security guard company without the right tools. With the thin profit margins that security guard companies are often faced with, finding cost-effective resources is often a challenge. As a result, I thought that I would share with you some tools for your security guard company that we use here at OfficerReports.com and a few more. Enjoy!
If you’ve ever had to fire a security officer then you know that it’s not an easy job. The anxiety that some managers feel before a termination meeting is almost unbearable. But many times, what follows an officer’s termination is even more difficult to deal with. That’s because terminating a security officer will often lead to conversations with either the State Unemployment Office, the Department of Labor, or maybe even the Equal Employment Opportunity Commission (EEOC). I remember the first time that I had to attend an unemployment department tele-hearing to defend my decision to terminate a security officer…it didn’t go my way. But I used that experience as a learning tool and developed a detailed policy for terminating security officers that kept our company out of trouble…most of the time.
Although you may have your own policies and procedures, I thought I’d share the do’s and don’ts of my system below. The laws and regulations in your jurisdiction may vary, so please consult a legal professional about your particular circumstances.
When you fire a security officer: Do’s
If you ask more than five people on the operations team of your security guard company how they feel about the sales team, at least three of them will say that the sales team makes unrealistic promises to potential customers. On the flip side, if you ask your sales team about operations, they’ll say that operations needs to “Up their game”. Some companies may attempt to keep their operations and sales teams apart because of this adversarial relationship. If you are one of those companies, I suggest that you stop now! There is a lot to gain from letting these two departments “mix it up”.