How to hire a loss prevention representative

How to hire a loss prevention representative, step by step

Here's a step-by-step loss prevention representative hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a loss prevention representative job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new loss prevention representative
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the loss prevention representative you need to hire. Certain loss prevention representative roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a loss prevention representative to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a loss prevention representative that fits the bill.

   The following list breaks down different types of loss prevention representatives and their corresponding salaries.

   Type of Loss Prevention Representative	Description	Hourly rate
   Loss Prevention Representative		$11-37
   Representative	Representatives are lawmakers who represent the people in a specific district. They run for office to represent their districts in their hometown or their current place of living... Show more	$11-26
   Loss Prevention Officer	A loss prevention officer is a part of a security team who tends to the security of a retail store. Loss prevention officers prevent theft in the store and assist the establishment with theft prevention plans and policies... Show more	$10-24

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Sales Floor
   • Store Management
   • Professional Interaction
   • Safety Issues
   • Store Associates
   • Customer Service
   • Physical Security
   • Inbound Calls
   • Promote Loss
   • Outbound Calls
   • Prevention Awareness
   • Safety Program
   • Customer Accounts
   • External Theft

   Check all skills

   Responsibilities:

   • Manage foreclosure and bankruptcy from inception to completion and mitigate all potential losses within an acceptable range.
   • Analyze bankruptcy and foreclosure files in order to devise a strategy to minimize loss and maximize financial recovery.
   • Protect company's assets by utilizing state-of-the-art detection and investigation surveillance system, which identify shoplifters and prevent loss of merchandise.

3. Make a budget

   Including a salary range in your loss prevention representative job description is a great way to entice the best and brightest candidates. A loss prevention representative salary can vary based on several factors:

   • Location. For example, loss prevention representatives' average salary in montana is 54% less than in alaska.
   • Seniority. Entry-level loss prevention representatives earn 69% less than senior-level loss prevention representatives.
   • Certifications. A loss prevention representative with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a loss prevention representative's salary.

   Average loss prevention representative salary

   $43,788yearly

   $21.05 hourly rate

   ---

   Entry-level loss prevention representative salary

   $24,000 yearly salary

   Updated January 14, 2026

4. Writing a loss prevention representative job description

   A good loss prevention representative job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a loss prevention representative job description:

   Loss prevention representative job description example

   AML/KYC/Prevention -
   
   * Prepares in-depth, detailed risk profiles for complex clients and conducts periodic reviews of client profiles for renewal.
   * May serve in a team lead role for AML/KYC/Prevention support staff. Directs daily work of team.
   * Populates risk profiles for clients that have global requirements. Gathers additional information from independent research, online tools or directly from the relationship manager or client.
   * Performs due diligence to ensure accuracy of information. Reviews profiles for renewal process and reviews work of others.
   * Uses strong communication skills to engage in challenging conversations with internal stakeholders and complex external clients in order to support an accurate data-gathering process and resolve any open issues.
   * Reviews a variety of profiles that have been flagged and escalated for additional review through QSS real time scans or escalated OFAC Sanctions alerts received on transactional reviews.
   * Provides guidance to less experienced AML/JKYC/Prevention support staff. Allocates work appropriately, as needed.
   * No direct reports.
   * Provides guidance to less experienced staff, likely serves as the team leader for a team of support staff.
   * Helps develop team objectives.
   * High school/secondary school or the equivalent combination of education and experience is required. Bachelors degree is preferred. 5-7 years of total work experience preferred.
   * Experience in brokerage, accounting, fraud or law preferred.. BNY Mellon is an Equal Employment Opportunity/Affirmative Action Employer. Minorities/Females/Individuals with Disabilities/Protected Veterans. Our ambition is to build the best global team - one that is representative and inclusive of the diverse talent, clients and communities we work with and serve - and to empower our team to do their best work. We support wellbeing and a balanced life, and offer a range of family-friendly, inclusive employment policies and employee forums.
   
   BNY Mellon is an Equal Employment Opportunity/Affirmative Action Employer. Minorities/Females/Individuals With Disabilities/Protected Veterans.
   
   Our ambition is to build the best global team - one that is representative and inclusive of the diverse talent, clients and communities we work with and serve - and to empower our team to do their best work. We support wellbeing and a balanced life, and offer a range of family-friendly, inclusive employment policies and employee forums.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right loss prevention representative for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your loss prevention representative job on Zippia to find and recruit loss prevention representative candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit loss prevention representatives, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new loss prevention representative

   Once you have selected a candidate for the loss prevention representative position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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