The Future of Recruitment

Previous articles in this series have examined closely the roles, remits and requirements of all those parties involved in the recruitment process. We've identified the fact that, as a 'discipline', recruitment in the security sector is immature compared with other industries, but also that looming legislative and regulatory changes will alter this profile for the better.

As a result, the future is bright and it is most certainly going to be challenging.

The launch of the Security Industry Authority (SIA) in April this year heralded to the sector that change was indeed taking place, and that any individual or organisation unwilling to adapt to the (much-needed) new way of thinking and working should reconsider their chosen profession. That 'new way' insists upon high standards of both operation and professional conduct.

If we're to believe everything we are told, the ultimate result could be a dramatic decrease in the number of companies offering security services due to their inability or unwillingness to operate within the guidelines laid down by the SIA. The old adage of making cakes and breaking eggs has never been more pertinent. The eggs in question are rotten, and have afforded the cake a bitter taste for far too long.

Onus rests with the suppliers
As the security sector matures, it will demand much more from its suppliers. From a recruitment perspective this is good news. The challenge will change from identifying applicants based on their availability to selecting them on their suitability for the task at hand – and their skills set.

Importantly, innovative recruitment methodologies will be introduced and developed for the security sector alone because, at long last, it'll be recognised as a respected and financially rewarding career option. In the future, working within the sector will be seen as a positive step on the career development ladder rather than a stop gap until something better comes along.

For their part, security recruitment agencies will change too. The security sector will attract attention from the huge generalist, national and international agencies. They will quickly recognise an opportunity to dominate a market that's poorly brokered, and will possess the necessary financing and infrastructure to provide cost-effective recruitment solutions.

As the economic slowdown has resulted in global recruitment freezes in business sectors that have historically proven to be profitable, it's no surprise that organisations are constantly seeking alternative hunting grounds on which to feed. The terrorism plague that continues to hold the world in its vice-like grip will act as a clear indicator that security is a major factor in all our lives. This then translates into longevity of tenure and opportunities galore for professional recruiters.

Through time, the small, specialist security recruitment agencies that currently exist will be swallowed up by the larger concerns as part of the latter's bid to buy industry knowledge and a market lead. Security recruitment must surely come to be dominated by organisations whose footprint will be seen throughout Europe and the USA. For the security companies this is excellent news, and the recruitment offerings available will have a truly global reach – but at the same time retain a local service feel.

The biggest problem in recruitment lies in informing the right people about the right opportunities. Technology negates this problem. Indeed, we’re already seeing the development of informing candidates about current job vacancies through both e-mail and

Applicants will have access to greater and more varied opportunities, and employers can select from a far larger talent pool. As a direct result of this increased interest, the skills and calibre of those individuals operating within the security sector will rise dramatically.

Increased functionality via IT
Technology will also play a leading role in the upcoming changes, providing recruitment agencies with faster, more accurate software that will database their candidates and clients. Increased functionality will offer the ability to maximise upon search criteria, and to find candidates that are perfectly matched to the roles they're directed towards. Recruiters will also have complicated search tools able to scan the Internet for individuals with useful skills and the right degree of experience.

The major factor to bear in mind is that better technology means better communication. The biggest problem in recruitment lies in informing the right people about the right opportunities. Technology negates this problem. It will take away the mundane but necessary administrative functions of the recruiter, allowing him or her to concentrate on the core parts of the job – selection and service delivery.

For the employer, technology will introduce an alternative to the agency. You'll be able to trawl the Internet in an ad hoc fashion and identify applicants that could prove suitable for your needs. The immediate benefit of this is that you'll only pay recruitment fees when your own methods have failed. In turn, that should incentivise your own efforts.

Online Job Boards
Online Job Boards are developing continually, and will surely become a major force in the industry. To date, the security sector has given rise to only two, and they operate – in the main – to supply the needs of the recruitment agencies that own them. To be successful, a Job Board must be totally independent, or at the very least the owner must declare any undeclared interests. Only then can it operate in an ethical manner that respects Data Protection Act-related issues.

Ultimately, as the skills levels of applicants begin to increase, so too will their use of IT and the Internet. At that stage the dedicated Job Board becomes a highly useful tool.

One of the most important changes that will happen is the recognition that recruitment is a vital function within any business. The last resort purchase made as rarely as possible will change into the accepted and professional business function with no real alternative. Recruitment will come to be seen as a major factor affecting the profit and loss account of any forward-thinking organisation.