Kate

THE CALIFORNIAN 2018 Q1 – HOW TO WRITE THE PERFECT JOB LISTING FOR A SECURITY GUARD

, , ,

HOW TO WRITE THE PERFECT JOB LISTING FOR A SECURITY GUARD

Collie King, Kwantek

Years ago, when the recession was at its peak, it was easy to write a job posting and get dozens of applicants.

Our applicant data shows the average job posting for a Security Guard received 30.3 applicants per job in 2012. In 2017, the average job posting for the same Security Guard position receives just 15.9 applicants.

Simply put, there are more jobs available than job seekers in today’s economy. It’s vital that you stand out from your competition (hint: this is NOT just other Security Guard jobs) and write job postings that appeal to the individual.

Kwantek’s Applicant Tracking Software has generated over one million applications for Security Guards, and our onboarding tools give us the data to help us understand how long those applicants stay in the job.

We have found the commonalities in job postings that not only get lots of applicants, but produce long-lasting employees. Here is what we’ve found:

Part One – The Preview: What Gets Them to Read the Next Line?

According to the Pew Research Center, 77% of all adults own a smartphone, up from just 35% in 2011.

And according to Indeed, over 80% of building, grounds cleaning and maintenance job searches originated from a mobile device. It’s safe to say security guards aren’t far behind.

The first step is to get people to click your job listing as they are scrolling through the job board.

If they’re on a phone (and more often than not they are), you have about one sentence to get them to take that action.

So what gets them to read that next line? The first step is understanding how to craft your title and description.

Tip #1) Include specific locations in the title, but NOT just ‘City, State’

Most job boards actually have an algorithm to lower job postings that just say ‘City, State’ in the title. It’s important to be extremely specific about the location.

For example, if your client is in the downtown area of Louisville, KY, make your title say “Downtown Louisville, KY” and not just “Louisville, KY.” Or if your client is in the Highlands Neighborhood, include that in the title such as “Highlands/Louisville, KY”

Tip #2) If you have competitive rates, add it to the title

Competitive rates displayed in the job title are more likely to attract applicants. This may seem obvious, but including the pay (if it’s a good rate) provides a huge boost to your job posting’s click rate.

Tip #3) Post new jobs consistently for better results

The final thing the user sees is the day the posting was created. If you have an evergreen job posting, it’s vital to continuously refresh it. Otherwise, the user perceives the job as being either filled or undesirable, and the click rate will decrease.

Here is a handy graphic to share the differences with you:

Part Two: What’s in it for them?

Retention starts with the job posting.

Let that sink in. It’s vital to get the job posting right, especially with Security Guards. Think about the best qualities of a good Security Guard: they crave structure and a plan and they thrive on facts.

To understand what’s in it for the person applying for the job, ask yourself why somebody would like this job. Also ask yourself why somebody would not like this job.

You must include all the details of the job within the posting itself. Will it require the Guard to work in the middle of the night? Will the Guard be surrounded by lots of people? Will the Guard be sitting or standing? Make sure every possible detail involving essential functions of the job are communicated clearly.

Beyond the essential job functions, why is somebody going to really enjoy the job?

If the Guard is doing their job correctly, they could go weeks or months without ever seeing their boss. Is that the case with your available positions? If so, mention it! Autonomy is something most humans crave.

Will they have access to food and drink? Will they get any kind of equipment? Will they receive ongoing training? Think about all the good things the Guard will receive upon accepting the offer, and be sure to include them in your posting.

Lastly, one of the biggest reasons for not applying to a job is perceived job requirements the applicant may not have. If you require a guard card, feel free to mention that, but also mention that you could help someone easily apply for their guard card. Help them envision an easy path to success.

Remember, you have two goals with your job posting:

Make sure plenty of qualified candidates apply and make sure those candidates have a high likelihood of retention.

In summary, the best thing to do before posting your job is to simply know exactly what you are looking for before you post it. That way, you can create job descriptions that are:

  • Highly specific
  • Focused on them (not you)
  • Descriptive of ‘how’ they will do a job
  • Void of the unknown

To learn more about best practices in hiring security guards, click here to download Kwantek’s free eBook, “The 3-Step Hiring Guide for Growing Security Companies.”

/by
Kate

THE CALIFORNIAN 2018 Q1 – FOUR THINGS YOU NEED TO KNOW WHEN IT COMES TO HIRING AND ONBOARDING VETERANS

, ,

FOUR THINGS YOU NEED TO KNOW WHEN IT COMES TO HIRING AND ONBOARDING VETERANS

Anne L. Laguzza, M.A., The Works Consulting

It is important to remember veterans are coming from a culture, community, and environment
that is unique compared to the corporate world. From communication to expectations, here is
what you need to know when hiring veterans for your organization.

#1 Awareness of the cultural shift taking place for these individuals will enhance the entire
hiring experience. From the moment you review their application and resume through to
the hiring decision itself.
DO: Be aware of the major culture shift from military to civilian work.
DON’T: Assume they’ll just adapt and figure it out without training and structure.
Yes, there’s a different language, culture, and set of expectations in military life. However, with
proper training and communication you can utilize their ability to adapt and their openness to
direction to minimize those differences. This upfront investment in training will ease the
onboarding process, by encouraging them to connect their work to the company mission. This
will set them and the organization up for long-term success.

#2 Use your new awareness regarding veterans who are new hires for your organization.
DO: Be empathetic by taking time to learn about the military culture.
DON’T: Gloss over this opportunity for connection and understanding.
While discipline, work ethic, and camaraderie are required in the military culture. understanding
where these qualities come from will benefit your organization. By taking the time to place
yourself in their boots, learning how their military experience shaped them into who they are
today, will create a deeper connection.
Remember, their experience is not typical, yet many aspects of corporate culture bare strong
resemblance to that of the military. The employer should learn about military culture, by reading
articles, and asking veterans and/or others with military experience. Knowing how military
experience and culture are similar to or different from your organization’s culture will help the
applicant if selected.

#3 One of the most crucial things you need to do prior to interviewing a veteran.
DO: Find out how their military job description relates to the job they are applying for in your
organization.
DON’T: Miss the chance to bridge the gap between what they did and what they can do in this
new role.
Military jobs have numerous correlations to civilian positions. What may seem like unrelated
skills may in fact be easily transferable, ask about their specific duties and have them
communicate how they are transferable to the position. Finding common ground will improve
rapport, and make the interview and selection process more efficient, and you’ll also learn more
about their service experience.

#4 How do you put it all together?
DO: Express how you plan to take time to learn about them and their skills to assist with
training.
DON’T: Assume they’ll just figure it out, or behave in a certain way, without consistent
communication and training.
Now that you know the DO’s of hiring veterans you see these same four characteristics can be
applied to any individual going through the hiring and onboarding process. The value of applying
these tips with veterans specifically, is not just that your effort will be recognized and
appreciated, although it certainly will. The value is in the connection they’ll experience from the
very beginning helping them focus on their job, and creating cohesion between their work and
the company mission. They will begin to see long-term success for themselves within your
organization.

/by
Kate

THE CALIFORNIAN 2018 Q1 – REGULATION CORNER: CHANGE OF CORPORATE OFFICERS

,

REGULATION CORNER: CHANGE OF CORPORATE OFFICERS

David Chandler, President

Did you know?

If you are currently operating your PPO as a Corporation, remember that you MUST notify the Bureau of a change of your corporate officers within 30 days. 7582.19 (a)

All new corporate officers, or new partners in a partnership, must submit a Personal Identification Form as well as a Live Scan (to CA DOJ) prior to any involvement in any operation related to security. The Bureau must approve before you can begin working with the corporation or partnership.  19 (b)

In a General Partnership, if one of the partners leaves (disassociation for any reason) a NEW application must be submitted (due to the change in the general partnership). A new PPO number will be issued pending approval by the Bureau. 7582.23 ©

Please periodically check with the Secretary of State to confirm the information for your organization is the same as the Bureau has on file, including the address of record. Corporations must submit the names of the CEO, CFO and Secretary as well as any other corporate officer who will be active in the business to be licensed. 7582.7 (i)

/by
Kate

THE CALIFORNIAN 2018 Q1 – CREATING AN EMERGENCY ACTION PLAN

,

Creating an Emergency Action Plan

Shaun Kelly, Tolman & Wiker

Contributions by Cassie Mosman, Jessica Wilkison and Xochitl Tejeda de Rodarte

You never really know if you are ever going to use an Emergency Action Plan.  With the recent Thomas fire, we had to put our plan into action! We woke up to find our office in downtown Ventura engulfed by the smoke.  Luckily, it was only smoke. We immediately had to communicate to over 100 employees that the office would be closed, due to health concerns. We also had to keep our communication lines open for  clients who may have had their homes and businesses affected by the fire. We had no idea how many of our employees and clients were personally affected by the fire at that time. We were very fortunate to have our other offices (Bakersfield, Santa Maria and West Lake Village), open and available to take  calls and provide the needed support to our clients .

Since the Ventura office is now back open  and we have had time to reflect on the events that took place as a result of the fire, I want  to share our Emergency Action Plan with you. What really came to light was establishing the ability to communicate with all of our employees (Team members) at the same time and sending the same clear and concise message to all, which was extremely important. This allowed us to provide our team a status of the office conditions, inform them that the clients were being taken care of by our other offices and enabled our team members to update us on their own personal status.

Some of you may already have a plan like this in place. If not, this may help you get started. The plan may also be a good discussion item with your clients. I hope this is helpful.  If you have any questions, please do not hesitate to contact me.

Emergency Action Plan

/by