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Security Guard Job Description

How to Hire a Security Guard

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Security Guard Job Description

We are recruiting for a Security Guard to ensure the safety and security of our premisses, assets, staff, and visitors. The Security Guard’s responsibilities include patrolling the premisses, setting up security controls, monitoring property access, investigating suspicious behaviour, and enforcing company policies.

To be successful as a Security Guard you should be highly observant and able to objectively assess the severity of a situation. An outstanding Security Officer should be able to remain calm and decisive in any situation.

Security Guard Duties and Responsibilities

  • Outstanding surveillance and observation skills.
  • Ability to exercise good judgement.
  • Excellent communication skills.
  • Working knowledge of public safety, security operations, and procedures.
  • Knowledge of laws and regulations.
  • Strong reporting skills.
  • Trained in First Aid and self-defence.

Security Guard Skills and Requirements

  • Inspecting and patrolling premisses regularly.
  • Installing security systems and controls.
  • Monitoring surveillance cameras and reporting suspicious behaviour.
  • Communicating with law enforcement, fire departments, and emergency medical personnel.
  • Monitoring public access and ensuring the security of all personnel and visitors.
  • Responding to alarms and analysing security footage.
  • Investigating suspicious behaviour, incidents, and security breaches.
  • Apprehending trespassers and perpetrators.
  • Adhering to company policies and legal regulations.
  • Maintaining an activity log and preparing surveillance reports.
  • Outstanding surveillance and observation skills.
  • Ability to exercise good judgement.
  • Excellent communication skills.
  • Working knowledge of public safety, security operations, and procedures.
  • Knowledge of laws and regulations.
  • Strong reporting skills.
  • Trained in First Aid and self-defence.

Personalising Your Security Guard Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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