The changing face of professional security
Georgina Martin, Head of Talent Resourcing at CIS Security discusses recruitment and evolving hiring practices, highlighting the importance of an inclusive approach and diverse paths to learning for successful onboarding.
Rethinking recruitment: hiring for character, not just credentials
As threats to people, property, and physical assets evolve, so must the approach to hiring those who protect them. Security is no longer just about boots on the ground, it’s about people who understand customer service, emergency response, surveillance technology, access control systems, risk & threat, and securing people, property, and assets. In this new reality, organisations must rethink how they attract and retain top security professionals.
In an increasingly competitive and driven sector, recruitment has evolved from a reactive process to a strategic foundation of organisational success. As we step deeper into 2025, companies are reimagining how they attract, assess, and retain top talent. Recruitment is no longer just about filling seats; it’s about building future leaders-ready teams.
Traditional hiring practices often prioritise CVs, application forms, job titles, and formal qualifications. But these alone don’t tell the whole story of who a person is or what they’re capable of becoming. At the heart of effective recruitment lies a simple truth: the right people aren’t always the ones with the longest CVs, but those with the strongest values.
When recruiting, three core qualities should be emphasised: communication, professionalism, and decision-making under pressure. These aren’t just skills, they’re essential behaviours that reflect how someone operates in real-world situations. But beyond those competencies, looking for the right calibre should include those who are eager to learn, self-aware, reflective, motivated by personal growth, and guided by values, not just ambition.
Life experiences can be as valuable as job experience. Whether someone has navigated challenges, community projects, cared for family, travelled, studied independently, or reinvented themselves, those journeys shape resilience, empathy, and resourcefulness.
These strengths should be recognised, by not just asking. “Where have you worked?”; instead ask, “What have you learned? How have you grown? What do you value?”. This approach shifts recruitment from a checkbox exercise to a thoughtful conversation, aiming to understand the person behind the profile, their story, their mindset, their potential. Of course, experience and skills still matter, but the right attitude, character, and willingness to grow often outweigh a “perfect CV”. Some of the most successful candidates can come with non-traditional backgrounds allowing them to thrive because they align with a company’s culture and values.
Building a diverse and inclusive security industry
Equality, Diversity, and Inclusion (EDI) is no longer a “nice to have” or an internal checkbox exercise, it’s a mindset and a culture. It’s a long-term investment in your people and by extension, your brand, your customers, and your future. Companies that embrace inclusive hiring practices and build truly diverse teams are not only doing what’s right ethically, they are also unlocking better performance, innovation, and trust. The most successful hiring strategies today revolve around employer branding, personalised candidate experiences, skills-based hiring and a diverse skill set from situational awareness and de-escalation skills.
Inclusive hiring practices, blind resumé reviews, diverse interview panels, and equitable job descriptions aren’t just fair; they yield stronger teams. As when people feel included, valued, and supported, they don’t just stay longer, they perform at a higher standard. This is especially critical in service-oriented roles, where trust, communication, and professionalism are key.
The security industry has long been male- dominated. Modern recruitment strategies should actively seek to diversify the workforce, welcoming women, LGBTQ+, minorities, and neurodiverse individuals into roles at every level. A diverse team not only reflects the communities they serve, it enhances decision-making, creative thinking and team performance.
Recruitment in security is evolving just like the threats professionals are hired to deter. By adopting forward-thinking hiring practices, investing in training, supporting inclusive innovation, promoting diverse leadership and valuing personnel as an essential part of organisational success, companies can build security teams that are not just capable, but exceptional.
Building a diverse and inclusive security industry isn’t a one-time initiative, it’s a long-term cultural shift. It requires commitment from leadership, community engagement, and accountability and transparency to ensure a secure future is an inclusive one.
Investing in Learning & Development
In security, the role of people is just as critical as the systems, policies, and technologies in place. While surveillance cameras, access control, and risk protocols are essential, they are only as effective as the individuals trained to use, understand, and act on them.
As with many things in life, a balanced and varied approach can often lead to optimal results, by creating diverse pathways to learning and development and cultivating a diverse range of security professionals, from all walks of life and experiences.
Companies should strive for all colleagues, from entry level through to management and beyond, to develop themselves through blended learning. Promote diversity, by showing individuals there are new and alternative routes and pathways to formal qualifications or professional development, and encouraging and supporting them all to follow them. Embracing these different routes to education allows us to bring in “life experiences” as part of the development life cycle and therefore achieve true diversity – the practice or quality of including or involving people from a range of different backgrounds. These include:
- Security Apprenticeships such as Level 2 Professional Security Operative, Level 3 Security First Line Manager, and the new Level 4 Protective Security Advisor.
- Short Courses – regulated courses from SIA Refreshers and First Aid courses to Health and Safety and Fire Safety, as well as in-house, bespoke, and specialist webinars and networking.
- Scenario-based training such as handling escalations, and active threat situations
- Regular up-skilling on tools like CCTV systems, access control tech, and incident reporting software, plus legislation and regulation updates.
- Leadership and communication workshops for front-line supervisors.
- Cross-training to improve coordination with facilities, HR, emergency response, and external agencies.
- Values-based training to reinforce professionalism, inclusion, and ethics.
- E-Learning – this should not just be a “tick-box exercise”, rather a component of the wider learning culture. Short, sharp and focused learning for outside the classroom setting.
As security becomes more integrated with technology and workplace culture, the most valuable asset continues to be people – trained security professionals who understand their environment, lead with integrity, and act with confidence in uncertain situations. We’re not just training for today’s threats; we build teams that can handle tomorrow’s. And that starts by hiring the right individuals, developing their capabilities, and fostering a culture where learning never stops.
Comprehensive learning for real-world readiness
The effectiveness of security professionals hinges on their preparedness, expertise, and ability to adapt to diverse situations. In the security industry, one of the most powerful ways to achieve this is through targeted, high-quality training. The goal should be to equip every security professional with the skills, knowledge, and confidence to respond decisively to incidents – managing challenges dynamically while maintaining service excellence.
Providing rich, meaningful learning experience that combines technical skill-building with personal and professional growth ensures all are not only operationally ready, but also supported in their wellbeing, personal ambitions, and sense of belonging.
Core security knowledge areas
These cover the fundamental concepts and practices necessary to protect people, property, and physical assets from threats like unauthorised access, theft, vandalism, terrorism, and natural disasters. A few to highlight include:
- Situational Awareness – Staying alert, observing surroundings, and assessing dynamic environments to identify potential risks and take proactive measures.
- Radio Communications – Using radios and communication tools clearly, professionally, and effectively to ensure accurate, timely information exchange.
- Report Writing – Producing clear, factual, and well-structured incident reports that uphold accountability and legal compliance.
- Conflict Management – Applying techniques to de-escalate confrontational situations safely and professionally.
- Emergency Response – Acting promptly and calmly in a range of emergency scenarios, following protocols, and making sound decisions under pressure.
- Relevant Legislation – Understanding the legal frameworks that govern security work, including the rights and responsibilities of security professionals.
- Uniform Standards – Maintaining a professional appearance that reflects our values and inspires public confidence.
- Professional Conduct – Demonstrating integrity, accountability, and respect in all aspects of duty, both independently and as part of a team.
- Chain of Communication – Following established communication lines to ensure clarity, consistency, and efficiency in information flow.
- Chain of Command – Respecting operational hierarchy, recognising roles and responsibilities, and escalating matters appropriately.
Building a stronger future together
By fostering continual growth in core competencies and providing a supportive, inclusive environment, security professionals will be well-prepared to meet today’s challenges and tomorrow’s opportunities. By investing in people’s wellbeing, inclusion, and development, we are not just building skilled security professionals, we are strengthening our community and safeguarding our future.
Whether patrolling a facility or overseeing global security operations, every professional in the security industry contributes to a shared mission: safeguarding people, property, assets and peace of mind. With clear career pathways, a growing demand for skilled personnel, and ever-evolving challenges, security offers a rewarding and essential career across industries and sectors.
A workplace should be more than just a place to work, it should be a community where individuals grow, thrive, share ideas, and feel valued and included. It should be dedicated to building a culture that reflects values and supports every individual on their journey to success. That means putting equal emphasis on individual wellbeing, inclusion, and personal development, ensuring that everyone can perform at their best while feeling a genuine sense of belonging and purpose within the security industry and their career.
From hiring and vetting to uniforms, training, and the accumulation of valuable institutional knowledge, the costs of bringing someone on board go far beyond the initial salary; each new hire represents a significant investment. That’s why short-term thinking in recruitment is a fast track to wasted time and money. A strategic, long-term approach not only protects that investment but amplifies its return.
Georgina Martin
Head of Talent Resourcing
