697 questions
I'm new to this forum, and relatively new to Securitas as well. The most important contribution I can offer in answer to the question of how to decrease a high turnover rate without getting into compensation, would be to implement better communication. My primary site does use SARs, and we have a passdown log, but the log is rarely used, and many times during my few months on the job I've noticed that relevant information is not properly exchanged.
Think of how easy it is to become frustrated when doing a job and not being made aware of a scheduled visitor's potential arrival. In some places, the visitor is not allowed to enter the gate until the guard on duty can locate a busy individual with that relevant information. This makes the guard, the guard company, and the site itself appear unprofessional.
Proper training is also a key factor. Suppose a guard has never received training on something as simple as operating a camera monitor system, or a complex phone line. The guard (often left on their own after maybe two days) will learn what they can to get by. Then later a time may come when proper use of the equipment is crucial, and the guard will do it the wrong way because the correct way is unkown. The guard will, at the very least, suffer a reprimand, and possibly get into serious trouble that can lead to being upset and angry, which can cause the guard to not want to stay.
Run run run as fast as you can!
You have to participate in about 4 hours of lecture and fill out an ungraded exam to achieve your 20 hour certification. Securitas.
Bi-Weekly Then if they noticed your an awesome worker who never missed a day and cover your coworkers on your days off they turn the table at you and make it weekly. It seem like they help you but they will do as it better for the company
Building a resume.
They will use you up and then toss you out like garbage whenever they don't need you. You will be lucky if they know your name.
Hire more competent Home Office staff. Documented report of security officer intoxication with no action. Upper management politics is way out of control. Home Office routinely places incompetent site-management in those positions. HR & Regional management listens to site-management, they are generally the problem, and does not consult with individual security officers who have to deal with the incompetence. No where to turn to report HR, Regional Management or Site-Management to better the working conditions. Management buries the issues and pretend they don't exist. Where does one go to report this behavior and get it rectified?
This is legitimate question if you're living in 2019 but unfortunately no.
Your prior experience only really affects your starting pay. I had no experience in security and got paid $9/hour. The guy I did orientation with worked as a security guard for a few months at a different location and they started him at $10.50. From what I remember of the hiring process, it seemed like they just needed bodies. The "interview questions" were almost all questions covered in the application or availability questions.