The central purpose of the seminar was to highlight the changing environment in which security personnel work, and to elicit the fact that a career really does exist in the private sector for those who are keen to progress.
In addition, there were some informative presentations on the future impact of licensing and the ongoing need for training, as well as useful advice on interviewing techniques.
It's important to stress at this point that this was one of the few free seminars aimed specifically at middle and junior managers – namely contracts managers and supervisors.
I was also extremely encouraged to see that the event was well-attended, with a number of senior executives from manned security companies present. Those who sponsored the seminar should also be praised for their support. The main thrust was to promote debate and stimulate interest for those who are considering employment within the security field, as well as those already employed and who wish to progress.
However, it's my personal view that among the many real challenges that lie ahead there are two that remain fundamental. First, all those concerned with the provision of security services need to ensure that the perception of prospective – and, for that matter, some of our existing – employees transforms to one where employment is viewed as a 'profession' rather than the present state of affairs (which suggests that we operate in an 'industry').
By encouraging similar discussion groups – with or without client involvement – we'll eventually get this message across. The difficulty is that it isn't always straightforward to obtain publicity for such events. A genuine commitment to widening the target audience is what's required.
Nevertheless, there is without question a need to attract new recruits to our profession. It must surely be in all of our interests to focus on that goal. While improving pay rates and working conditions will help, it's the external perception of the lack of opportunity by those individuals not currently employed in the security profession that needs to change.
The second challenge is to make sure that this message is disseminated to an audience beyond the boundaries of the capital. I'm unaware of any other organisations aside from BAT that have specifically addressed the opportunity to change the perceptions of our future employees (although I must apologise in advance if other, similar events have already been hosted).
In closing, it appears somewhat obvious to ask a salient question. Would SMT publicise the availability of similar events?
Thank you for taking the time and trouble to write in, Iain. In answer to your question, SMT would most certainly be willing to publicise any events that extol the virtues of professionalism and a defined career path within the industry.
The security sector will really have to sharpen its act in the coming months. With the Security Industry Authority soon to begin officer licensing, the pool of labour qualified to work in the sector will shrink dramatically, so now is the time to be promoting careers to new recruits from outside the traditional 'routes to market'.
We must make the security profession an attractive managerial proposition for business, IT and management graduates, while attracting good quality officers with sharp minds and a career very much in mind. That will only happen with structured training and defined progression, better rates of pay and benefits in line with other professions. Ed
Source
SMT
Postscript
Iain Fraser-Jones, Sales Director, Executive Secure Services
