You don’t have to look far across the physical security industry to see the impact of talent shortages. From the lack of skilled security technicians to increased hiring competition, end users and providers alike are scrambling to fill critical roles that keep operations secure. 

As the world’s largest systems integrator consortium, the PSA Network deeply understands these challenges. They are also actively working to bridge the gap, with various initiatives designed to cultivate a skilled workforce.

PSA executive team members Matt Barnette, Allen Riggs, and Candice Aragon sit down to share their insights and answer common questions about navigating one of security’s greatest threats. 

Q: What is the biggest challenge you see when it comes to attracting new talent to the security industry?

Aragon: I believe the security industry has a branding problem. Emerging professionals don’t usually look at the low voltage or physical security industry and see an attractive career path. We’re not traditionally great at telling our own story because we don’t know how to.

Barnette: This is especially true when it comes to technicians. Not a lot of people growing up in the U.S. economy want to pull cable and terminate wire as their career. But honestly, attracting talent is a challenge across every position within an integration company. 

Q: Are there things that you think the industry does well in terms of attracting and retaining talent?

Riggs: The industry is generally home to well-paying, long-lasting careers. At PSA we release an annual survey that includes a section on competitive pay. This data reveals that many positions pay quite well when compared to other industries and they have decent tenures as well.

Aragon: I also think there’s a lot of positive movement in how we are reaching diverse talent pools. There are several working groups within the industry specifically designed for women, young professionals and people of color. Jumping into the industry becomes a lot more comfortable when you can find your flock of people.

Q: What are some programs or initiatives security integrators can launch to attract talent?

Barnette: I suggest every integrator have some type of incentive program for employee referrals. Existing employees are your best salespeople when it comes to attracting new talent. 

Aragon: We see some integrators coming up with unique and effective programs. One has an apprenticeship program designed specifically for high school students where they come in and learn about the industry. Another created an annual employee report that shows all the benefits employees get, which allows them to see the full picture beyond just pay. 

Q: What are the key factors in retaining talent, particularly security technicians, who often move between integrators?

Riggs: There is quite a lot of technician cannibalization from integrator to integrator. The integrators that seem to do better are the ones that are actively working to promote a positive culture within their organizations. You must make sure you’re keeping employees happy with constant recognition, good benefits and a good working environment. 

Aragon: Investing in training and development. Encourage your technicians to get certifications and attend industry events so they can get more exposure and expand their knowledge.

Q: Do you hear from integrators who are hesitant to invest in employee development due to talent poaching concerns and how do you address that mindset?

Riggs: We hear this from some integrators, but the successful ones know how important it is to develop their talent. It costs much more to onboard new employees than it does to develop their existing workforce. 

Barnette: It really comes down to the culture of the company and making employees feel appreciated. It could be as simple as acknowledging that they got kudos from a customer or went through a certification. 

Q: What are the key skills that physical security professionals need to be successful today?

Barnette: If you say you’re going to do something, have the integrity to do what you say you're going to do. You can’t schedule to be out there doing a service call and then not show up. End users today are expecting a high level of professionalism.

Aragon: Technological proficiency in this industry is key. You must be very comfortable with technology and the rate of change. We’re seeing that right now with all the discussion around [Artificial Intelligence], so you need to be open, willing and able to adapt.

Q: Can you tell us a little about PSA and the resources you offer that can help address the talent shortage?

Aragon: Last year at PSA TEC we announced a partnership with the Security Industry Association [SIA] and The Foundation for Advancing Security Talent [FAST] to produce the SIA and PSA Careers Guide. This guide is a great deep dive into all the different career options in the industry and is aimed at helping potential candidates understand the roles available to them. It covers what schooling is required, what compensation to expect, what the advancement path is and what the work-life balance looks like. 

Barnette: We are also launching an outreach program where we help systems integrators partner with local universities and trade schools to attract more talent into the industry. We’ll provide them all the resources they need to go out and actively recruit including training based on the Careers Guide, contact lists, access to recruiters and more. 

Q: What’s one piece of advice you would give to a security integrator that’s struggling with talent acquisition right now? 

Riggs: Obviously I would say they should join PSA and take advantage of all our services and programs. Otherwise, you’re going to have to go out and source similar services through multiple different channels instead.

Barnette: As an industry leader, you should be looking for places where you can collaborate with other integrators, get unsolicited feedback, and share ideas. We’d like to think of PSA as that go-to place.