Inter-Con recruits, screens, trains, and staffs security professionals specifically for their ability to excel on unique client contracts.
Sourcing the Right Fit
Problem
Generic mass-guard security providers lack a reliable recruitment program with a robust labor pool and certification verification process. The resulting client experience with other providers is not only on average poor-quality, inexperienced recruits, but also lapses in overall security operations.
Solution
Inter-Con has spent generations fine-tuning its bespoke recruitment program. Our sourcing and selection processes, coupled with our world-class training, ensures the highest degree of service standards are continuously upheld for our clients’ security programs. Our Recruitment Team holds hundreds of hiring events across the United States annually to source top talent for our contracts. We have strategic partnerships with employment websites and agencies, ensuring we have access to the most qualified talent pool. Inter-Con also maintains a robust pipeline of former military and law enforcement personnel who are available to make a seamless transition into private security.
Retaining Key Talent
Problem
All security programs are distinct. Once the right fit has been recruited, retaining key talent presents its own unique challenges.
Solution
Inter-Con is the largest family owned and operated security company in the world. As such, the familial culture of Inter-Con is paramount to our operations. We have a great deal of pride in ensuring we are sourcing the most qualified and compatible individuals, and retaining the talented people who serve our clients well and honor Inter-Con’s reputation.
Maintaining Talent Through Transitions
Problem
Many generic mass-guard security companies will either render much of incumbent staff redundant, or will mismanage them during transition, leading to a loss of valuable personnel and critical time during transition phases.
Solution
Inter-Con believes ensuring all qualified incumbents have an opportunity to remain on the new contract is one of the most crucial aspects of any transition or implementation plan. We recruit incumbent staff by engaging in open and ongoing communication, with clear messaging about opportunities with Inter-Con, and an emphasis on continuity of services and lack of disruption. Our retention efforts are bolstered by ancillary tangible benefits such as our awards program, college assistance, and flexible scheduling.
Career Development
Problem
Most mass-guard security providers base their training framework on the belief that a one-time and one-size-fits-all training program is sufficient to satisfy an Officer’s need for knowledge to serve a program well. The contrary is true.
Solution
At Inter-Con, we understand our Officers are highly competent and capable of growing throughout their tenure when provided the right tools and opportunities. Inter-Con’s commitment to the wellbeing and personal growth of our security professionals is a key driver for our industry-leading employee retention rates. We offer meaningful career growth opportunities, thoughtful security and customer service training, as well as financial support for continued education. Recent employee wellness and support initiatives also include Mental First Aid Training, our internal Employee Concierge Hotline, and Personalized Scheduling Technology that empowers our security personnel to better align their professional and personal obligations. Furthermore, we consistently reward employees for exemplary performance and tenure through quarterly and annual awards. Attentiveness to outstanding employees and fostering educational development not only boosts morale, but it also allows Inter-Con to staff a pool of worthy candidates to source when filling high-level or uniquely qualified positions. In addition to career advancement, personal growth opportunities and continued trainings are necessary in a work environment conducive to employee retention and satisfaction.
