25 tips for employers hiring a lot of student, recent grads for early career, security jobs

When hiring dozens or even hundreds of candidates for security roles, employers need a recruitment strategy that prioritizes reliability, situational awareness, and compliance with legal and safety standards. Security positions—such as guards, surveillance officers, event security, and loss prevention specialists—require attention to detail, calmness under pressure, and often specific credentials like security licenses, CPR certification, or background checks. Employers can streamline the hiring process by using applicant tracking systems (ATS) to filter for licensure, prior security or military experience, and availability for various shifts. Posting jobs on platforms like College Recruiter is a smart way to connect with students and recent grads looking for steady, entry-level roles that may offer flexible hours and room for advancement. Pre-employment assessments that test judgment, observation, and situational decision-making can quickly surface candidates who are well-suited for the role.

To efficiently manage high-volume hiring, employers can host hiring events, conduct virtual group interviews, or hold same-day screening and onboarding sessions. Practical assessments—like scenario drills or basic response simulations—can help hiring teams assess how well candidates follow protocols, communicate under stress, and respond to potential threats. Structured interviews with behavioral and ethics-focused questions can reveal how candidates think on their feet, de-escalate conflicts, and remain professional in unpredictable situations. Once hired, a structured onboarding process that includes security protocol training, site-specific walkthroughs, and ongoing compliance updates ensures new hires are ready to maintain a safe and secure environment from day one.

We reached out to 25 hiring experts to ask them to share their tips for employers who are hiring dozens or even hundreds of students, recent graduates, and others early in their careers for security jobs.

• Conduct Thorough Background Checks
• Avoid Treating Hiring as a Numbers Game
• Don’t Rush Security Hiring Process
• Ensure Discipline and Accuracy in Vetting
• Focus on Continual Education and Training
• Implement Neutral Criteria for Assessments
• Prioritize Thorough Screening and Behavioral Interviews
• Invest in Continuous Skill Development
• Avoid Over-Optimizing for Speed in Screening
• Conduct Comprehensive Background Checks and Vetting
• Focus on Cultural Fit and Communication Skills
• Verify Background Checks and Certifications
• Prioritize Thorough Background Checks
• Assess Adaptability and Proactive Vigilance
• Create Skill-Specific Assessment Groups
• Avoid Group Interviews for Security Staff
• Assess Soft Skills and Situational Judgment
• Prioritize Resilience and Problem-Solving Skills
• Implement Scenario-Based Training
• Create Inclusive and Supportive Work Environment
• Prioritize Quality Over Quantity
• Incorporate Cybersecurity Awareness Questions
• Don’t Cut Corners on Vetting
• Prioritize Regulatory Compliance Over Speed
• Avoid Automated Pre-Screening for Security Personnel

Conduct Thorough Background Checks

One key thing employers should always do when hiring high-volume candidates for security roles is to consistently conduct thorough background checks–and rely on data-driven checks over subjective references.

When hiring at scale, speed and consistency are critical. References often slow down the process and rarely offer meaningful insights, especially in security roles where integrity and compliance matter most. They can be vague, biased, and inconsistent, adding time without adding value.

Instead, stick to reliable, objective checks that give you clear, factual insight into a candidate’s suitability. The essential checks you should always include are:

1. Right to Work: This is the legal foundation. Ensuring every candidate has the right to work in the UK (or relevant jurisdiction) is non-negotiable and protects your business from compliance risks.

2. Criminal Record Check: Particularly vital in security roles. You need to be confident that the people you’re placing in positions of trust have a clean or appropriately assessed criminal history.

3. Media Screening: A simple search can reveal potential red flags–such as involvement in public incidents or online behavior–that might compromise your company’s reputation or the safety of your clients.

4. Adverse Financial Checks: These highlight financial distress, like CCJs or bankruptcies, which can be a risk factor in certain security positions, especially those involving access to sensitive data or valuables.

Using data-driven checks allows for faster turnaround, better compliance, and more consistent decision-making. It also reduces the risk of unconscious bias that can creep in when relying on personal references or gut feeling.

In short: ditch the references. Double down on the data. That’s the smartest way to scale hiring without compromising on safety, compliance, or quality.

William Hoggarth, CEO and Co-Founder, Chexperts Ltd

Avoid Treating Hiring as a Numbers Game

When hiring a large number of security candidates, employers should avoid treating the process like a numbers game. Based on experience, security jobs require more than just technical skills or certifications.

The ideal candidate needs to think quickly, solve problems, and remain calm under pressure. If the hiring process is rushed or based solely on resumes, it’s easy to overlook excellent candidates who may not have the exact experience listed but possess the right mindset. A security team is only as strong as its members, so taking the time to hire carefully makes a significant difference.

I believe interviews should focus on how candidates think rather than just what they know. Security is constantly evolving, and the best hires are those who can adapt and stay ahead of threats. Instead of asking standard questions, presenting real-life scenarios can demonstrate how a person reacts to challenges.

A good hire isn’t just someone who knows security rules—it’s someone who knows how to apply them in unexpected situations. Even when hiring in large numbers, making the process more personal and thoughtful helps attract people who will stay and grow with the company. Ultimately, hiring intelligently reduces risks and builds a stronger team.

Oliver Aleksejuk, Managing Director, Techcare

Don’t Rush Security Hiring Process

Employers should never treat high-volume security hiring like a numbers game. While bringing in a large workforce quickly is important, prioritizing speed over quality is a recipe for disaster. Rushing through background checks, skipping behavioral assessments, or relying too heavily on automation without human oversight can lead to serious security risks.

Instead, employers must invest in structured, repeatable processes that balance efficiency with thorough evaluation. A strong pre-employment screening system, clear training protocols, and a focus on long-term retention are key. Security roles demand trust, and cutting corners in hiring can compromise everything.

Amit Doshi, Founder & CEO, MyTurn

Ensure Discipline and Accuracy in Vetting

Recruiting security staff in large numbers requires discipline and accuracy. Hastening the vetting process is the most frequent error employers make. Security work requires trustworthiness, vigilance, and the ability to act in split seconds when under pressure. Loose vetting enhances the chances of hiring unreliable or insensitive individuals. Thorough background checks are essential, confirming criminal history, work records, and references. Skipping steps here undermines security and leaves companies vulnerable to undue risks.

Another area where employers lack is training. Experience does not necessarily translate to preparedness. Security risks change, and staff must be skillfully developed on an ongoing basis. Scenario training, conflict simulation training, and adapting to technology keep teams on guard. For instance, a veteran guard might never have used an AI-driven surveillance system. Without training, their efficiency is diminished. Spending on continuous learning ensures staff is sharp and reactive.

Retention is just as important. Excessive turnover undermines security operations and increases costs. Competitive salaries, career paths, and transparent support systems build long-term commitment. Valued employees perform better and remain longer, minimizing recruitment cycles and sustaining operational stability.

Rushing through hiring, failing to provide training, and neglecting retention creates weaknesses. A solid, process-oriented hiring method ensures that only the most effective professionals safeguard people and assets.

Douglas Johnston, Managing Director, Bell Fire and Security

Focus on Continual Education and Training

When hiring high-volume candidates for security roles, focusing on continual education and training is crucial. In my experience leading Next Level Technologies, I’ve seen the value in offering custom training programs that keep staff updated on the latest cybersecurity threats and compliance requirements. Ensuring that candidates are open to learning and adapting is essential in security roles where threats evolve constantly.

One strategy we’ve employed is regularly conducting internal audits and security assessments. This practice helps identify potential skills gaps in our team and offers actionable insights into where further training or process improvements are needed. For example, after implementing a robust training program, our company’s response time to cybersecurity threats improved by 30%, significantly enhancing our service quality.

Employers should avoid a one-size-fits-all approach when hiring for security positions. Each candidate brings unique skills to the table, and recognizing these can significantly boost team dynamics and problem-solving abilities. In security roles, it’s not just about filling a seat; it’s about tailoring a team that excels through diverse skill sets and specialized knowledge.

Steve Payerle, President, Next Level Technologies

Implement Neutral Criteria for Assessments

When hiring high-volume candidates for security roles, it’s crucial to implement neutral criteria that objectively assess abilities specific to the job’s demands. From my experience litigating employment cases, I’ve seen time and again that biased hiring practices can lead to legal troubles and damaging workplace cultures. A focus on neutral, job-specific criteria helps maintain diversity and fairness.

In over 1,000 employment cases I’ve handled, the successful ones often came down to transparency in processes. In high-stakes security positions, clear, universally understood job descriptions and promotion standards help mitigate misunderstandings and unfair treatment. Employers should ensure that employees know what’s expected to progress and have confidence in their assessment methods.

Having a zero-tolerance policy for discrimination and related misconduct is essential. It’s not just about compliance; it ensures a safe and inclusive workplace, which is particularly important in security occupations where trust and collaboration are critical. In my work at Watson & Norris, PLLC, I’ve advocated for such environments, helping to prevent retaliation and uphold integrity.

Nick Norris, Partner, Watson Norris, PLLC

Prioritize Thorough Screening and Behavioral Interviews

When hiring high-volume candidates for security roles, one of the biggest mistakes employers make is rushing the screening process. In my experience, it’s essential to slow down and prioritize thorough background checks, especially when dealing with positions that require trustworthiness and responsibility. We’ve found that focusing on behavioral interviews and testing a candidate’s ability to manage stressful situations has led to better hires.

For example, when I hired security personnel for SonderCare, we made sure each candidate had a proven track record of reliability and quick decision-making, which directly impacted the safety and efficiency of our operations. This extra time spent on careful screening ensures we hire the best, reducing turnover and avoiding costly errors.

Kyle Sobko, Chief Executive Officer, SonderCare

Invest in Continuous Skill Development

When hiring for security jobs at scale, focusing on continuous skill development can differentiate you from others. I’ve seen the benefits of this approach through my work with the Professional Insurance Agents of New Jersey and Selective Insurance’s Future Leaders Program. Investing in training customized to security candidates nurtures their growth and improves retention.

Early engagement with candidates is another strategy that has proven successful. By participating in community-oriented initiatives, like the Special Olympics NJ events I’ve chaired, we showcased our commitment to social responsibility. This initiative not only attracted talent but ensured they aligned with our values.

Lastly, maintaining a tight-knit work culture is crucial when managing high-volume hires. At Liberty Insurance, we’ve curated an environment where employees feel valued and motivated. Emphasizing a supportive culture can help retain your best talent, even in high-demand fields like security.

Andrew Harris, President, Liberty Insurance

Avoid Over-Optimizing for Speed in Screening

I’ve consulted on high-volume hiring systems in the past, including for security-adjacent roles, and there’s one hiring habit that really needs to go.

If you’re hiring for security positions at scale, don’t over-optimize for speed and uniformity in screening. Sounds counterintuitive, I know. You’re trying to fill roles fast, so cookie-cutter filters and automated assessments sound like the smart move. But here’s the problem: when you rely too heavily on rigid application funnels, you unintentionally weed out some of the most situationally aware candidates—the ones who think critically and act under pressure, but don’t necessarily “test well.”

I’ve seen this firsthand. A company I advised had a rejection rate of over 80% at the application stage because of a standardized personality quiz meant to flag reliability. But when we reviewed flagged-out candidates who had prior military or corrections experience, many of them just didn’t fit the “calm, passive responder” profile the test was calibrated for. One guy even said, “I’ve defused real-life fights, not theoretical ones.”

So we ran a pilot round where we bypassed the automation for one batch and let a human recruiter review for real-world nuance. Result? Better on-the-ground performance and fewer incident reports over the next quarter from that cohort.

The insight here: security isn’t just about protocols—it’s about human judgment under stress. And the people best at that often don’t come through in a process designed for corporate desk jobs.

Derek Pankaew, CEO & Founder, Listening.com

Conduct Comprehensive Background Checks and Vetting

When hiring a high volume of candidates for security jobs, employers must conduct comprehensive background checks and ensure proper vetting. Security roles often grant employees access to sensitive areas, valuable assets, or confidential information, making it critical to confirm a candidate’s integrity and reliability. Employers should not rush the hiring process or cut corners on screening due to volume pressures. Instead, they should implement standardized background checks, reference verifications, and even psychological assessments where appropriate. A lapse in due diligence can lead to liability issues, safety risks, and reputational damage.

From a legal standpoint, employers must balance rigorous screening with compliance with employment laws, including fair hiring practices. Certain background check restrictions vary by state, with laws limiting how and when criminal history can be considered. Additionally, automated hiring tools should be audited to ensure they do not disproportionately screen out candidates from protected groups. Employers must also be transparent about job expectations, security clearance requirements, and any legal obligations tied to the role. Failing to do so can lead to discrimination claims or non-compliance with federal and state hiring regulations.

Ed Hones, Attorney At Law, Hones Law Employment Lawyers PLLC

Focus on Cultural Fit and Communication Skills

From my experience managing large teams, the biggest mistake is treating security hiring like a numbers game instead of focusing on cultural fit and communication skills. When we started including current security staff in our interview panels and having candidates do walk-alongs during actual shifts, our retention jumped dramatically because new hires knew exactly what to expect.

Justin Mauldin, Founder, Salient PR

Verify Background Checks and Certifications

When hiring high-volume candidates for security jobs, employers should prioritize background checks and verify certifications to ensure the candidates meet industry standards and compliance requirements. Given the sensitive nature of security roles, it’s critical to confirm that candidates have the necessary trustworthiness, qualifications, and training to perform the job effectively.

One thing employers should not do is overlook the soft skills required for security positions, such as communication and decision-making under pressure. While technical qualifications are vital, the ability to interact with the public, handle stress, and de-escalate tense situations is equally important. Failing to assess these qualities can lead to hiring candidates who may struggle in real-world scenarios.

Shehar Yar, CEO, Software House

Prioritize Thorough Background Checks

One thing employers should do when hiring high-volume candidates for security jobs is to prioritize thorough background checks. In security roles, trust and reliability are crucial, so it’s essential to vet each candidate carefully. I’ve seen companies rush this step to fill positions quickly, only to face issues later with unqualified or unreliable employees. What I’ve learned from experience is that even when dealing with high volumes of candidates, ensuring a robust screening process–checking criminal records, verifying past job performance, and confirming professional certifications–can save a lot of headaches down the line. The key is to balance speed with diligence, making sure you’re hiring people who are not only qualified but also aligned with the security standards and culture of the organization. This step is non-negotiable and ensures the safety and integrity of your team and clients.

Nikita Sherbina, Co-Founder & CEO, AIScreen

Assess Adaptability and Proactive Vigilance

The reality of hiring security professionals at scale is that technical expertise alone isn’t sufficient. The obvious truth is that security is not just about defending against threats; it’s about creating a culture of proactive vigilance. Security professionals need to be forward-thinking, and employers should assess candidates for adaptability as much as for their technical knowledge.

Too many security hires focus solely on past experiences, forgetting that today’s threats require a mindset that can anticipate and adapt to new risks. A study by Cybersecurity Ventures revealed that the global cybersecurity workforce needs to grow by 65% to meet demand, yet many employers still miss the mark by hiring reactive rather than proactive professionals. The ability to stay ahead of the curve is non-negotiable.

Would you rather hire someone with the right credentials who can respond well to known threats, or invest in a candidate who’s able to adapt and innovate against emerging risks?

Robbin Schuchmann, Co-Founder, EOR Overview

Create Skill-Specific Assessment Groups

I’m excited to share that when I hired multiple security positions at once, creating skill-specific assessment groups rather than lumping everyone together made a huge difference. We sorted candidates by their backgrounds (such as military, law enforcement, or private security) and tailored our training accordingly. This approach reduced our turnover by 40% in the first three months.

Yarden Morgan, Director of Growth, Lusha

Avoid Group Interviews for Security Staff

From managing multiple retail locations at Charette Cosmetics, I’ve learned that group interviews can actually be counterproductive when hiring security staff. Candidates tend to give generic answers, and it’s harder to assess individual judgment in a group setting. Instead, I schedule brief one-on-one interviews focused on specific scenarios they might encounter. This approach has helped us identify more qualified candidates, even when hiring in large numbers.

Justin King, Director of Operations, Charette Cosmetics

Assess Soft Skills and Situational Judgment

If I had to boil it down to one thing employers should really nail when hiring security staff in bulk, it’s this: don’t skip assessing soft skills and situational judgment. You see, many organizations get caught up in verifying certifications, security clearances, and prior experience, which I understand; you need people who understand the basics. However, security roles are so much more than just knowing procedures. A guard could know all the security protocols by heart, but if they can’t de-escalate a tense situation with a calm demeanor or make good judgment calls independently, those protocols don’t matter.

I always push for assessments that go beyond the resume. Scenarios, role-playing, or even personality tests can provide insights into how a candidate will react under pressure, interact with the public, and handle ethical dilemmas. I remember one instance where a company hired a group of guards solely based on their military backgrounds. Technically, they were qualified, but they struggled in a corporate environment where a softer touch was needed. Things improved when they started including customer service and conflict resolution exercises in their hiring process. Security isn’t always about brute force; often, it’s about being the calm, smart voice in difficult situations.

Paul DeMott, Chief Technology Officer, Helium SEO

Prioritize Resilience and Problem-Solving Skills

We all know the importance of hiring security professionals who can handle high-stakes situations, but here’s an often-overlooked fact: security isn’t just about credentials, it’s about resilience. Would you rather hire someone who ticks all the boxes or someone who can handle pressure without cracking under stress?

A study by the National Cyber Security Centre found that 68% of cybersecurity breaches were due to human error. This emphasizes the need to prioritize mental fortitude and problem-solving skills, not just a resume full of certifications.

When hiring in high volumes, don’t fall into the trap of hiring based purely on technical qualifications. Take a deep dive into how candidates perform under pressure, perhaps through simulated scenarios or stress tests. This ensures that your hires are capable not only in theory but in real-world, high-pressure situations.

Bennett Barrier, Chief Executive Officer, DFW Turf Solutions

Implement Scenario-Based Training

When hiring high-volume candidates for security jobs, it’s crucial not to skip thorough background checks and situational judgment assessments in favor of speed. A common mistake is prioritizing quick hiring without fully evaluating candidates’ decision-making skills under pressure, which can lead to costly mistakes in high-risk situations.

A better approach is implementing scenario-based training during the hiring process. This involves presenting candidates with real-world security challenges and assessing their responses. This method ensures that candidates have not only the necessary qualifications but also the critical thinking skills and composure required for the job. Quality vetting upfront leads to a more reliable and prepared security team.

Patric Edwards, Founder & Principal Software Architect, Cirrus Bridge

Create Inclusive and Supportive Work Environment

When hiring high-volume candidates for security roles, the most crucial thing employers can do is create an inclusive and supportive work environment that emphasizes mental well-being. Studies emphatically demonstrate the link between employee satisfaction and productivity. In my practice, retention improved dramatically when companies shifted focus from generic workshops to evidence-based mental health support, addressing specific needs like anxiety and stress management.

Employers should avoid practices that inadvertently marginalize or exclude potential hires, such as rigid attendance policies or demanding presenteeism, which clash with the need for flexibility, especially for candidates with diverse personal responsibilities. During my consulting with organizations, I’ve advocated for flexible arrangements that recognize the pressures of parenthood, resulting in a notable 20% boost in employee retention and engagement.

Additionally, fostering open, empathetic communication within teams is essential. For instance, training line managers to handle sensitive topics with compassion and understanding, without needing to have all the answers, can transform workplace culture. This proactive approach creates a psychologically safe environment where employees feel valued, significantly enhancing their productivity and loyalty to the company.

Dr. Rosanna Gilderthorp, Clinical Psychologist & Director, Know Your Mind Consulting

Prioritize Quality Over Quantity

When it comes to hiring high-volume candidates for security jobs, one of the most important lessons I’ve learned is to prioritize quality over quantity. In an industry like security, where the stakes are high, it’s crucial to ensure that the candidates you hire possess both the necessary skills and a good fit for the role, even when hiring in large numbers.

One practice I would strongly advise against is rushing the screening process just to fill positions. While it’s tempting when under pressure to meet staffing needs, I’ve found that cutting corners in the interview or background check process can lead to significant problems later on. In our past experience, when we had a higher turnover rate, we expedited the background checks to quickly get people in place. This resulted in a 19% increase in turnover within just six months, as we had to replace those employees due to various issues.

Instead, I recommend implementing a structured and thorough interview process that assesses both technical skills and cultural fit. You can also utilize tools such as skills assessments and psychometric testing to evaluate whether the candidate has the right mindset for security roles. This approach has led us to see a 24% increase in employee retention, as candidates who are properly vetted tend to stay longer and perform better.

Jason Rowe, Founder & Electrician, Hello Electrical

Incorporate Cybersecurity Awareness Questions

Many organizations are currently facing numerous security threats involving cyber risks, phishing, or unauthorized data access. To address this issue, I suggest incorporating cybersecurity awareness questions into the hiring process. This approach will help ensure that candidates understand basic digital security measures, even if they primarily work in physical security roles. For example, you could ask candidates if they are familiar with phishing scams or understand the importance of password protection.

This strategy will assist in filtering out candidates who may lack the necessary knowledge to protect your company’s data and assets. According to IBM, 95% of all security breaches are caused by human error. By screening for digital security awareness, you can reduce the likelihood of becoming part of this statistic and ensure your company is better protected against cyber threats. In my experience, including cybersecurity considerations in your hiring process sends a strong message to potential employees that your company takes data protection seriously and values their role in maintaining it.

Kevin Baragona, Founder, Deep AI

Don’t Cut Corners on Vetting

Don’t cut corners on vetting just because it’s high-volume. Security roles–whether physical or cybersecurity–demand trust above all else. Rushing through background checks or skipping key screenings to fill roles faster is a recipe for disaster.

One smart move? Automate what you can (like initial screenings), but keep thorough vetting non-negotiable. And don’t just focus on technical skills–soft skills like judgment, situational awareness, and reliability matter just as much. The best security professionals aren’t just qualified on paper; they’re people you can count on when things go wrong.

Justin Belmont, Founder & CEO, Prose

Prioritize Regulatory Compliance Over Speed

One of the biggest mistakes employers make when hiring a large volume of candidates for security roles is prioritizing speed over compliance. In industries like insurance, finance, and corporate security, where confidentiality and regulatory adherence are paramount, rushing background checks, credential verification, or compliance training can lead to severe legal and operational risks.

I’ve seen cases where companies onboarded security personnel too quickly, only to face liability issues when unvetted hires failed to meet regulatory standards. Employers should implement a structured, compliance-first hiring process that includes thorough background checks, legal eligibility verification, and role-specific regulatory training. Automating parts of the vetting process can help maintain efficiency without compromising due diligence.

Kalim Khan, Co-Founder & Senior Partner, Affinity Law

Avoid Automated Pre-Screening for Security Personnel

From my time managing large teams at Unity, I learned that automated pre-screening questionnaires can actually hurt more than help when hiring security personnel. Instead, I recommend having brief 15-minute phone screenings with a dedicated HR person who can quickly assess communication skills and red flags. This approach helped us hire 50 qualified security staff in just two weeks.

John Cheng, CEO, PlayAbly.AI