There has been a growing trend of retail location shoplifting. Combine this with new laws and pandemic-related demand, and the security officer’s role as a deterrent becomes more challenging than ever.
As the light at the end of the tunnel becomes brighter, rethinking the hiring and onboarding process for security talent can be the difference between recovering out-of-work employees, getting them up to speed, and enduring unnecessary difficulties.
For the last two decades, the Security Letter has been a benchmark document that puts the security guard industry into perspective. Each year Robert McCrie compiles data from the top security guard firms and produces what is called “the list” detailing the top 20-25 firms in the country. This year, Robert McCrie, Keith Oringer of Security ProAdvisors and Jeff DiDomenico of Trackforce Valiant made the list come to life – a great way for all of us in the business to see what’s new and different from last year to this year.
In the Security Guard industry, there is a tremendous level of complexity and market factors that are creating various challenges to reduce costs, improve profitability and operate in the most efficient manner possible.
With San Francisco banning the use of facial recognition technologies for their local agencies, the debate on the efficacy of the technology has risen back into the national debate arena.
Over 85% of client agreements do not allow for the payment of overtime, and any overtime incurred by guards is considered non-billable overtime (NBOT). Given today’s labor shortage and labor laws, the NBOT rate has increased by over 35%. And with a remote workforce, it is a constant challenge to get real-time data on your staff.
