How to hire a protective services officer

How to hire a protective services officer, step by step

Here's a step-by-step protective services officer hiring guide:

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

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1. Identify your hiring needs

   The protective services officer hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A protective services officer's background is also an important factor in determining whether they'll be a good fit for the position. For example, protective services officers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents protective services officer salaries for various positions.

   Type of Protective Services Officer	Description	Hourly rate
   Protective Services Officer	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$16-31
   Security	A Security's main responsibility is to keep people or an establishment safe. This responsibility is carried out by constantly patrolling a designated area and monitoring the activity within the premises... Show more	$11-20
   Security Agent	Security Agents guard the entrance and exit of a building, watching CCTV footage for unusual activities, and holding trespassers until authorities arrive. Being a security agent is usually a shift-based job and can sometimes last overnight... Show more	$11-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Patients
   • CPR
   • Protective Services
   • Emergency Situations
   • Safety Hazards
   • Control Systems
   • Criminal Justice
   • Incident Reports
   • CCTV
   • Emergency Response
   • Security Services
   • Federal Facilities
   • Circuit Television

   Check all skills

   Responsibilities:

   • Operate emergency equipment, perform first aid including CPR, take accurate notes of the scene, and write detail reports.
   • Coordinate with outside agencies regarding effective patrol responses.
   • Provide external and interior CCTV monitoring for any suspicious activities.
   • Conduct aggressive CCTV monitoring to deter terrorist surveillance and attacks.
   • Frequent contact with patients and employees providing maximum customer service satisfaction.
   • Monitor psychiatric patients to prevent self-inflict injuries and protect medical staff from physical harm.

3. Make a budget

   Including a salary range in your protective services officer job description is one of the best ways to attract top talent. A protective services officer can vary based on:

   • Location. For example, protective services officers' average salary in mississippi is 55% less than in alaska.
   • Seniority. Entry-level protective services officers 47% less than senior-level protective services officers.
   • Certifications. A protective services officer with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a protective services officer's salary.

   Average protective services officer salary

   $48,651yearly

   $23.39 hourly rate

   ---

   Entry-level protective services officer salary

   $35,000 yearly salary

   Updated December 28, 2025

4. Writing a protective services officer job description

   A good protective services officer 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 protective services officer job description:

   Protective services officer job description example

   Stands guard or walks about premises of organization or organization's property to prevent theft, violence, or infractions of rules. Directs patrons or employees and answers questions relative to location of organization's services. Accountable for maintaining the knowledge of policies and procedures including response to emergency situations. Maintains records and logs as assigned. Enforces all rules and regulations as required. A pay differential may be applied for armed security in this classification.
   Must not have a criminal record.
   
   * Must successfully complete training as determined by the Safety and Security Department.
   * May require HS grad or GED Equivalent.
   * Requires working knowledge of computers and various software programs.
   * Requires current non-restricted Indiana Drivers License and if armed a valid state of Indiana license to carry a firearm.
   * If armed, requires the successful completion of the Firearms Proficiency Test with continuous requalification on an annual basis.
   * Prior security and/or law enforcement experience preferred.
   * Spanish speaking ability preferred.
   * Ability to provide security and safety of hospital staff, associates, patients, visitors, etc. and hospital premises in completing routine and periodic rounds.
   * Ability to handle face-to-face confrontations that may require the execution of hospital and/or security procedures.
   
   Safeguarding our patients and each other is an important part of how we deliver the best care possible to the communities we serve. As a condition of employment, IU Health requires all new hires to receive various vaccinations, including the influenza and COVID-19 vaccines, barring an approved exemption. New hires will also be provided the option to submit proof of previous vaccination.
   
   We are an equal opportunity employer and value diversity and inclusion at IU Health. IU Health does not discriminate on the basis of race, color, religion, sex, sexual orientation, age, disability, genetic information, veteran status, national origin, gender identity and/or expression, marital status or any other characteristic protected by federal, state or local law. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

   Copy this example

   

5. Post your job

   To find protective services officers for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any protective services officers they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level protective services officers with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your protective services officer job on Zippia to find and recruit protective services officer candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit protective services officers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 protective services officer

   Once you've found the protective services officer candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   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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