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PSIFebruary2017

FOCUS: BIOMETRICS Access

FOCUS: BIOMETRICS Access control reduces card theft The Bio Plus range of fingerprint biometric readers from Sensor Access Technology is designed to meet the ecurity needs of customers and applications. Eliminating the need to remember a pin code or carry a card, the Bio Plus range also removes the possibility of card theft thus increasing security for a building and adding an additional level of protection for higher security areas. Within the GuardPoint Pro software all biometric enrolment has been integrated. This offers the system administrator a simple, user friendly front end with no requirement for secondary software. With a variety of different card reading technologies plus internal and external IP65 rated versions, the range offers a solution for adding access control security without compromising on risk. www.sensoraccess.co.uk Detection analytics for up to 1000 faces Face Detection is an analytics feature built into VideoEdge network video recorder (NVR) from American Dynamics, eliminating the need for external servers dedicated to powering the analytics. Up to 1,000 individuals can be easily enrolled and stored in VideoEdge’s on-board database, with the ability to store multiple faces for each person in the system for accuracy in identification. Face Detection analytics can also be used “post-event” to speed investigation times by searching video only for specific persons, enabling operators to search video for certain criteria – for example, those individuals who had access to the surrounding area of the incident. Known faces can also be enrolled with video associated for faster future investigations. www.tycosecurityproducts.com Industry leaders The Thompson Group are recruiting for Fire & Security Systems Installation Engineers Fire & Security Systems Service & Maintenance Engineers Industry leaders Thompson AVC are looking for experienced Access Control, CCTV, Fire or Intruder Alarm system Installation Engineers to work out of either our Wolverhampton or Preston premises. Industry leaders Thompson AVC are looking for experienced Access Control, CCTV, Fire or Intruder Alarm system Service & Maintenance Engineers to work out of either our Wolverhampton or Preston premises. Our ideal candidate will have proven experience working on a wide range of systems, be able to work well as part of a team as well as on their own initiative when required. Must be willing to travel and undertake / already hold Health & Safety certifications. Full driving licence desirable. Applications are welcomed from Multi-Disciplined candidates. Competitive salary / overtime & other benefits available To apply, please send your CV to recruitment@thompsonavc.co.uk or call Jackie Smith on 01902 658822 NO AGENCIES Our ideal candidate will have proven experience working on a wide range of fire and security systems and be able to work on their own initiative but as part of the wider team. Must be willing to travel and undertake / already hold Health & Safety certifications. Full driving licence required. 52 www.psimagazine.co.uk

RECRUITMENT Candidate challenges With the Fire and Security Jobs survey at IFSEC showing 80% of businesses forecast further growth for the next twelve months, recruitment is on the minds of many in the sector. Here PSI talks to George Zitko, Managing Director of Zitko Consulting about the key challenges and opportunities this brings he Fire and Security sector is experiencing Ta continuing period of growth. For those businesses needing or wanting to grow, the recruitment of exceptional professionals is likely to play a massive part in their business strategy. As an employer, it’s likely you’ll use several recruitment methods. You may already be working with recruitment suppliers, be undertaking direct advertising, or coordinating direct resourcing on job boards. Whatever the method or process you are using, there are issues to be aware of. In 15 years of recruitment in this sector, Georgehas captured learning, feedback and insights from clients and candidates. We asked him to share some of these, to help you mitigate against some well-known and some not-soknown challenges. Assess your activity Is your brand and profile as an employer up to scratch? Candidates have access to more information than ever. Websites like Glassdoor feature unofficial employee reviews and salary feedback. It’s important to make sure prospective employees can easily find useful, positive information such as job specs or staff profiles whilst getting a sense of your culture. Make sure your social media, online and offline materials contain accurate and positive information about your company and its staff. If you're advertising on your own website, it’s best to be highly detailed and informative. For 3rd party job boards, you may want to consider the shifts in candidate job searching patterns. Remember that your ideal candidate is unlikely to always be job searching at home, but In an industry as close knit as security, reputation really matters. If you do work with a recruiter, consider how they profile you as an employer often on the train, at work and on the move. Keep adverts short, punchy and clear so they work well on every device. Focus on the ‘Why’ not the ‘What’. Why will the candidate benefit from doing the job itself? Consider also your chosen media. Leading financial institutions PWC and KPMG have recently run successful targeted recruitment drives on Snapchat. Review your strategy Is your employee churn higher than average? Are candidates leaving the business within a year, or perhaps even sooner? Research has shown that many employers still hire after only one interview. A second interview, possibly combined with an assessment or practical test, can significantly reduce the chance of making a wrong hire whilst also increasing a candidate's understanding of both the role on offer and the culture of the business. Non-acceptance of offers or counter offers can be a major drain on time and resource. You find the right candidate only for them to change heart at the last moment leaving you back at square one. It’s disheartening yes, but it may be that the candidate wasn’t looking for the right reasons in the first place. Don’t be afraid to push the candidate back in the first instance to ensure it’s not just a bad day; there are valid reasons for the candidate’s interest. Using recruitment partners Recruiters are an extension of your business so make sure you are comfortable with them representing your brand and ethos. In acting on your behalf as the first port of call for your business, they can complement your hiring process…or hinder it. In an industry as close knit as security, reputation really matters. If you do work with a recruiter, consider how they profile you as an employer - that thoroughness and professionalism will translate to how they deal with your prospective candidates. 2017 is set to be a big growth year for the sector and there are candidates out there ready to help support your business. Having the right recruitment strategy and key partners to assist may make all the difference to your business in the year ahead. 53 www.psimagazine.co.uk

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