While other industries are struggling to survive, let alone grow, demand for security services continues at a pace. Given this relatively healthy state of affairs, the fact that the industry has a skills shortage is, on the face of it, baffling. However, scratch the surface and the reasons for the current situation become apparent.
Time For Action
The hard truth is that when a young person is choosing a career, the security industry isn’t usually on their list, which makes attracting the next generation of integrators, installers, engineers, and technicians an uphill struggle. This was highlighted in research carried out for the Security Institute in 2020, which concluded that 73% of respondents did not know much about the security sector or how to join it. This is an industry that has a vast amount of diverse roles and ever-changing technologies.
Awareness is vital and this is mainly vital in addressing the extremely low level of female entrants
They should appeal to anyone with an interest in engineering, IT, technology, construction, project management, customer service, contract management, as well as the back-office functions found across most industries. They work across numerous sectors, in locations around the world, and with many high-profile and prestigious clients. And yet, they as an industry continue to struggle to find new talent. Awareness is vital and this is particularly important in addressing the extremely low level of female entrants. Failing to attract 50% of the UK workforce makes absolutely no sense from both ethical and commercial points of view, and there is plenty of research that highlights how diversity is crucial for innovation and growth.
Age Concern
Bringing new blood into the security industry is vital, as the age of those working in it is increasing. If they look at the broader construction sector, according to the 2011 census the largest proportion of workers were aged 40-44 years (13.4%), followed by 45-49 years (13.3%). Conversely, the youngest workers, aged 16-19 formed just 2.7% of the total workforce.
Nothing much has changed and with the average age of a security engineer likely to closely mirror this, the skills shortage will only get worse unless they start to do something other than talk about it. The industry needs to come together to attract and develop talent while offering clearly defined career paths.
Talent Scout
Those involved are committed to providing an intensive 12-month program of paid frontline work
The good news is that they are helping to tackle this issue. Reliance High-Tech is a founding strategic partner of Zitko Talent – a coalition of employers, manufacturers, accredited tech trainers, and professional bodies. Those involved are committed to providing an intensive 12-month program of paid frontline work, with around 300 hours of product training and study for a Level 3 qualification.
Zitko Talent is designed to appeal to a wide demographic – from college leavers and career changers to engineers wishing to transition from other sectors. All applicants go through a detailed evaluation process, including aptitude testing, to create a high-quality talent pool that could produce future industry pioneers.
Earn And Learn
They also have three fantastic young apprentices who have a keen interest in electronics
Working alongside Zitko Talent complements Reliance High-Tech’s successful apprenticeship program. Apprenticeships are a great way to attract and develop talent, and it is the firm belief that they make organizations more effective, productive, and competitive. In addition to the four people that they have taken on through Zitko Talent, they also have three fantastic young apprentices who have a keen interest in electronics, security, and IT technology.
Mentored by a Reliance High-Tech senior service engineer, they are working towards a Level 3 Diploma in Electronic Security and Emergency Systems through a defined learning plan that outlines their objectives and achievements. Commitment to the apprenticeship model rests, in part, on the experience they have had with the previous apprentices, who have contributed significantly to our success by giving us the skills they need.
Look to The Future
Positive steps are being made and security services providers of all sizes should consider the real and long-term value of apprenticeships and support initiatives such as Zitko Talent. They are a great way to combat the skills shortage, fill knowledge gaps, increase productivity, and develop the loyal and competent workforces that companies need to survive and be competitive. What’s not to like?
