Recruiting the next generation of alarm installers

Recruiting the next generation of alarm installers

How do security companies engage and retain top talent in this new era of work? 

The security industry is struggling to recruit and retain staff. 

This is due, in part, to a generation of alarm installers now retiring. Between 2011 and 2030, 10,000 Baby Boomers will reach the age of 65 every day. Complicating matters, recruiting alarm installers is more challenging than ever. 

While larger security companies (with substantial recruitment budgets) would traditionally supply the entire industry with trained professionals, they are now competing with the tech industry for fresh talent. 

The security industry risks creating a knowledge gap large enough to thwart sustainable business growth if there is a mass exodus before staffing up. 

At RSPNDR, our marketplace of alarm professionals is a key piece of our product offering. By leveraging our network and technology, we drive efficiencies and create a seamless experience for customers. It is an important corporate mandate to help foster a community of passionate, diligent professionals. 

With this in mind, here are five ways that security companies can improve their recruitment tactics to better attract and retain top talent. 

Understand your target audience 

A great place to work has changed to meet the ideas, values, and behaviors of the next generation. This year, Washington State University reported that 75% of Gen Z expect a healthy work life balance, 63% expect gratification for a job well done, and 63% expect to be able to move up the ranks quickly.  

Your company's systems or processes should be reviewed to ensure the safety of your employees. Are there health spending accounts (HSAs), perk programs or personal days? Recognizing the needs of new employees and offering benefits goes a long way when building trust and appealing to recruits.  

Revamp your recruitment communication 

While a complete brand overhaul is unrealistic, how you talk about your company and your values matters. Are your corporate benefits listed in your descriptions? Do you talk about your culture of teamwork in interviews? A consistent message across all touchpoints helps to create a positive impression on potential new hires, increase the number of applications, and the likelihood of recruits signing a letter of offer.   

Identify untapped communities of talent

In response to the war for talent, the technology industry has revolutionized programs in high schools and universities that offer work placements, internships, and training opportunities for young people. 

By learning from big tech's success, you can operate under the same premise at a smaller scale. Contact local schools and universities about their career programs. Attend a job fair, give a guest lecture, or offer an internship. It won't happen overnight, but giving young people exposure to career opportunities in security will help the industry remain relevant and attractive. 

Invest in your employees

Retaining employees is far less expensive than recruiting them. Paying people fairly and providing career growth opportunities is a great way to retain talent. However, employees seek more structured support for their career trajectory, if not expecting it. If they don't receive it, they will move to a company that will.

Therefore, companies that want to retain employees should offer professional development opportunities, including in-company training, onboarding, succession planning, and coaching. Offer external training opportunities that enrich the employee experience. Additionally, in industries experiencing digital disruptions, upskilling workers helps retain talent and reduce recruitment in the already competitive technical fields. 

Offer flexibility 

COVID-19 has demonstrated that many jobs can be done from home. As an employer, this is an exciting if unsure time. If you insist that people go back to the office, they may disengage and seek companies offering remote work. On the other hand, if you provide permanent, remote work, real estate costs can be reduced and you can recruit internationally. 

Whether or not remote work is possible for your company, flexibility is here to stay. Listen to your employees and decide how flexible you can be within your business needs and capabilities.

Wrapping up 

The security industry must improve its recruitment and employee engagement practices to attract quality candidates and hire the next generation of alarm installers. The first step is to understand what your current processes lack. The next step  is to build a culture that meets prospective employees' expectations and promotes opportunities for young people in our industry. 

There are fantastic opportunities. Companies like RSPNDR are helping alarm installers, dispatch operators, and monitoring station operators embrace new approaches that remove tedious "grunt work" from daily functions and accelerate innovation. 

Whether real or perceived, there's a gap between what employees want and what security companies are offering, and it's up to the industry to close it.

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