One of the main reasons for high staff turnover in security screening positions is often attributed to the high level of stress and pressure that these workers face daily. Security screeners ensure the safety and security of passengers, staff, and facilities at airports, train stations, and other transportation hubs. They must deal with long hours, unpredictable schedules, demanding customers, and potential threats. They must also follow strict protocols and regulations and undergo frequent evaluations and audits. These factors can lead to burnout, dissatisfaction, and low morale among security screeners.
Another reason for high staff turnover in security screening positions is the difficulty of finding and retaining qualified candidates. Security screeners must undergo rigorous pre-employment screening, such as background checks, drug tests, psychological assessments, and security clearances. These checks can be time-consuming, costly, and intrusive and may deter some potential applicants from applying or accepting the job offer. Moreover, some security screeners may fail to meet the ongoing requirements of their position, such as maintaining their security clearance or passing periodic evaluations. This can lead to their termination or resignation.
Continuous turnover also impacts the quality of security screening. Experienced screeners develop a better understanding of potential threats and are more adept at distinguishing between harmless items and security risks. High turnover rates can result in a less experienced workforce, potentially compromising the effectiveness of security measures.
The high staff turnover in security screening positions has a significant economic impact on vendors who provide these services to transportation authorities. Vendors must constantly recruit, train, and retain new security screeners to fill the vacancies left by those who quit or are terminated. This can increase the costs of hiring, training, and managing security screeners and the risks of errors, delays, and incidents. Vendors may also face penalties or sanctions from transportation authorities if they fail to meet the required standards or quotas of security screening. These factors can reduce the profitability and competitiveness of vendors in the security screening market.
To improve employee engagement in security screening positions, vendors can implement some of the following strategies:
- Provide opportunities for growth and learning, such as training programs, mentoring, coaching, cross-training, and career development plans. This can help employees acquire new skills, knowledge, and competencies to enhance their job satisfaction and performance.
- Give feedback and recognition to employees for their achievements, efforts, and contributions. This can help employees feel appreciated, valued, and motivated to do their best work.
- Solicit (and act on) employee feedback about their work environment, challenges, needs, and suggestions. This can help employees feel heard, respected, and involved in decision-making.
Renful Premier Technologies is a company based in the UK that aims to bridge the gap between technology and human factors. It delivers high-quality and customisable security training products, services, and consultancy worldwide.
One of their products, Pre-M, is an efficient recruitment management software tool that measures skills and motivation for security screener testing, helping to find suitable candidates. Coupled with OpeReady, it reduces errors by identifying performance weaknesses with the all-in-one compliance software. OpeReady helps you plan and implement your training program and automatically stores and analyses operational performance data to ensure compliance management and workforce readiness. It also keeps track of preventative maintenance and repairs of operating equipment.