Albuquerque, NM- December 15, 2009- I noticed this article in a leading association magazine and I thought I should publish it because it would be helpful to smaller security firms or security consumers so they understand more about staffing.
Security Management Magazine(12/01/09) Vol. 53, No. 12, P. 92; Albert, Philip
Hospital security manager Philip Albert offers a strategy for hiring, training, and keeping a solid security staff. He writes that "the security department will not hire anyone who does not meet its strict baseline requirements," and "to help achieve these hiring objectives, the department has a dedicated recruiting and training manager." Albert says the organization also attracts and retains security officer candidates by offering a good compensation package.
Applicants are subjected to three interviews--one on the telephone with human resources, one on-site with a panel of employees, and a final interview with the director of public safety. New hires attend a two- to three-week in-house class, as well as organizational orientation and hospital-specific training. In addition, there are skill-specific training programs at local community colleges, covering subjects that include self-defense, handcuffing, defensive driving, and bike patrol instruction.
Once training is completed, new security staff are placed on a 12-month probationary period, under constant monitoring by supervisors. Retention strategies that Albert mentions include promotion from within the ranks and an awards program that honors staff for specific acts above and beyond the call of duty.
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