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Take this into consideration; you have an open post to fill but not enough security officers to fill it. It may be time to post a job ad online and start that hiring process. Yet, what are the best ways to do so? How are companies like yours sourcing and retaining new talent?

With a lot to consider when trying to fill an open post, physical security operators are starting to redefine how they choose to look for and onboard talent.

When considering the changes in budgets, recruiting process, training and onboarding due to changes in 2020, investing time on the wrong employee can be costly — not to mention increase turnover rates. The average cost of hiring the wrong employee can be anywhere from $1500 to upwards of $6000 per employee.

If 2020 has taught the physical security industry anything, it’s learning how to be flexible and to navigate uncharted waters as quickly and efficiently as possible. This includes finding best practices to hire good talent.

In this article, we’ll break down the whys and hows of enhanced applicant tracking and onboarding and why the physical security industry has opted for reducing turnover.

Biggest Challenges Physical Security Operators Face When Hiring and Retaining Talent

It’s well known that security operators struggle to acquire and retain good talent. There are constraints with rates, rate competition from other industries, and much more appealing entry-level jobs that may be more secure, and less strenuous, for the prospective security officer employee.

Physical security firms have taken note and are adapting their hiring processes to reflect not only the new normal, but also their changing business needs, such as establishing strong communication practices among their team and improving training methods.

The hiring process is in transition; and the physical security industry is in the midst of that transition. Here’s what that means for you.

From Hiring to Onboarding: Reviving the Hiring Process

What is Enhanced Applicant Tracking and Onboarding?
Enhanced applicant tracking and onboarding systems automate the hiring process intelligently. This means physical security operators can hire faster, smarter, and with confidence.

Manual processes, such as candidate screening, scoring, selection, interview scheduling, and final offer approval can be automated, allowing security firms to leverage back time lost.

employee onboarding cycle

How Has the Physical Security Industry Benefited from Enhanced Applicant Tracking and Onboarding?

Remember — with proper applicant tracking and onboarding, companies can save anywhere from $1500 up to $6000 per employee — the same amount that can result if the wrong employee is hired.

Physical security operators can provide better visibility for a better hiring experience plus:

  • • Increase recruiting efficiency with smart automation
  • • Make faster, data-driven hiring decisions — all in real-time
  • • Attract and Engage More Diverse Job Seekers
  • • Reduce Unconscious Bias
  • • Track and Measure Progress to Optimize Process

What Physical Security Firms Can Expect with Technology

Technology has the ability to expand how companies operate — this means more efficiency and better results. With Enhanced Applicant Tracking and Onboarding, companies can easily configure candidate workflows to support complex and unique recruiting processes including candidate selection and offer approval and generation. This includes a quick prioritization of the best candidates to interview and hire based on smart candidate matching and interview scorecard.

Companies can gain a 360-degree view of candidates with a centralized profile that provides the full history of candidate applications and interactions including the ability to measure the impact of onboarding efforts such as time-to onboard, completion rate, and more.

What’s more, companies can establish a library of ready-to-use standard HR and government agency compliance forms plus create predetermined workflows to ensure all new hires have necessary documents completed before their first day.

>> Learn more about Hiring, Retention, and Turnover for Physical Security

A Partnership for the Physical Security Industry

Trackforce Valiant’s Smartforce – powered by Jobvite takes a marketing-first approach when attracting talent, engaging employees, and retaining the people who care the most about your organization.

Alongside Trackforce Valiant’s SmartForce ATS and Onboarding, physical security operators can manage applicants and hire employees while feeding that information seamlessly to the Employee Records within Trackforce Valiant.

This provides an easy and efficient way to recruit, hire, onboard and place your employees on the schedule and add them to payroll.

Jobvite: Making the Process Seamless

“In partnering with Jobvite, we are providing a true end-to-end experience for hiring and onboarding that is unmatched by any other solution in our industry.” — George Wright, CEO of Trackforce Valiant

We’re taking the best of Trackforce Valiant and partnering with Jobvite to offer you more integration like you’ve never known you needed.

Trackforce Valiant’s Smartforce solution enables security companies to create visibility and control over time and labor management, intelligent scheduling, as well as billing and payroll management.

Coupled with Jobvite’s Applicant Tracking and Onboarding solution, physical security operators can connect new hires to wage and labor information as well as their certification and compliance documentation. This ensures that new hires can immediately be scheduled and added to the company’s payroll.

About Jobvite
Jobvite is leading the next wave of talent acquisition innovation with a candidate-centric recruiting model that helps companies engage candidates with meaningful experiences at the right time, in the right way, from first look to first day. The Jobvite Platform infuses automation and intelligence into today’s expanded recruiting cycle to increase the speed, quality, and cost-effectiveness of talent acquisition.

News!
Jobvite has been named a Leader in all segments of the 2020 IDC MarketScape for Worldwide and U.S. Modern Talent Acquisition Suites (Large Enterprise, Medium-Sized Enterprise, and Small-to-Medium-Sized Businesses).

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