By Zoe Woodley, Founder & CEO, MATCHUP Recruitment
Despite the late start this year, it’s fair to say that Autumn is now here. The leaves are falling, the radiators are switched on, boots are out and we’re all pretending we’re perfectly happy with the darker evenings.
Autumn is my favourite time to think about change. Trees don't hold on to every leaf out of loyalty to last year, they let go and make room. As we’re in the business of bringing great people and great businesses together, we thought we’d share five changes we’d like to see in security recruitment this season.
1) The "must have done exactly this job" rule
Picture the perfect candidate. Now, picture the one a hiring manager rejects because the last job title was "venue manager" instead of "security supervisor." Same Saturday nights, same crowds, same calm under pressure, just a different badge.
Often the best people in this industry bring experience from unexpected places. An outstanding hospitality manager, for instance, may have exceptional people skills and similarly someone from a different security environment could bring fresh thinking to an established team.
We’re not suggesting that you throw the job specification out of the window, rather that you leave room for a candidate who might surprise you.
2) Give security professionals the recognition they deserve
Security teams are the reason the Christmas market runs smoothly, the late-night shift ends with everyone getting home, and the building feels calm when things around it are not. It's brilliant work and it rarely gets a thank you or the recognition it deserves. A frequent and unfounded perception is that security is simply about standing at a door or watching a screen.
Anyone working in security knows that there is considerably more involved. Today’s security professionals are problem solvers, communicators, decision makers, and often the calmest people in the room when things get complicated. They help create environments where people feel safe, business can operate confidently, and customers feel welcome.
We’d argue, that’s a significant contribution and we’d encourage more organisations to celebrate their security teams, recognise exceptional performance, and give talented people the opportunity to progress.
3) More conversations with fewer assumptions
A wish list isn't a conversation. One aspect we enjoy most about recruitment is properly getting to know people, and by that we mean not just what's on their CV or in a job description, but what motivates them, what makes a team tick and what a business is really trying to achieve.
And sometimes, the most useful conversation starts with a question nobody thought to ask. Does the role genuinely need every requirement on that wish list? Could the team benefit from a different personality or background? Is there an opportunity to develop someone internally?
We'd like to see more employers, recruiters and candidates having open conversations, as recruitment works best when everyone understands what success looks like, rather than simply agreeing on a list of requirements.
4) Make room for the next generation
Security has a diverse range of careers, yet we’re frequently shown stereotype images or descriptions of what is involved.
As recruitment specialists in this industry, we know that there is an entire world beyond the traditional image of a security officer, for example, from operations and management to specialist roles supporting major commercial properties, events, and critical infrastructure. It would be great to see more businesses and individuals talking about these opportunities, developing emerging talent, and showing ambitious people where a career in security could take them.
This doesn't mean overlooking experienced professionals. Quite the opposite, as imagine what we could achieve by combining the knowledge of established security leaders with the energy and ideas of the next generation. That’s an approach we’d like to see more of.
5) Great teams don’t happen by accident
The best teams I know are sharp, reliable and fun to be around. Security is a serious business, but that doesn't mean workplace culture should take a back seat. The strongest security teams are not collections of highly skilled individuals, rather they're people who trust one another, communicate openly, take pride in their work, and know they can rely on their colleagues when it matters. Think of them as the big, knitted jumper of the workplace – smart, dependable, and warm.
And that kind of culture doesn't happen by accident. It starts with good leadership, shared values, plus an environment where people feel respected, supported and encouraged to contribute. In this setting new ideas are welcomed, achievements are recognised, and everyone understands the part they play in the team's success.
So, we’d asked you to place culture at the heart of your security operations, rather than treating it as something that develops on its own, because recruiting great people is only part of the equation. Creating a workplace where they can thrive, grow and genuinely enjoy being part of the team is what makes the difference.
Good things grow from small changes
Nothing here needs a revolution. A few leaves let go, some fresh growth, and a bit more warmth would do it. A fresh perspective on hiring, for example, or more recognition for the people who keep us safe, greater opportunities for emerging talent, and a workplace culture where people enjoy being part of the team.
As the leaves change colour and we settle into Autumn, here's a challenge from us … take one unnecessary requirement off a job specification, recognise someone who's gone the extra mile, and make time for a proper conversation with someone new to the industry.
Small actions can lead to remarkable things, and we'd love to hear what happens.
Over to you. What's one thing you'd like to see change in security recruitment?