How to hire a security guards dispatcher

How to hire a security guards dispatcher, step by step

Here's a step-by-step security guards dispatcher hiring guide:

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

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1. Identify your hiring needs

   Before you start hiring a security guards dispatcher, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

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

   Yes

   No

   Hiring the perfect security guards dispatcher also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of security guards dispatchers and their corresponding salaries.

   Type of Security Guards Dispatcher	Description	Hourly rate
   Security Guards Dispatcher	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$12-18
   Officer	An officer is responsible for managing the daily operations of the assigned area, ensuring its peace and security by monitoring and reporting unusual and suspicious activities. Officers are the ones enforcing strict safety protocols and procedures to maintain the order within the premises... Show more	$12-49
   Protective Officer	A protective officer is in charge of preventing theft and damages in stores and other establishments. Among their responsibilities include monitoring alarm systems and surveillance cameras, patrolling areas, keeping an eye on suspicious activities and behavior, developing strategies to enforce security protocols, and responding to distress... Show more	$13-27

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Emergency Situations
   • Patrol
   • Telephone Calls
   • Quality Customer Service
   • CCTV
   • Property Damage
   • Security Services
   • Incident Reports
   • Security Guards
   • Emergency Services
   • Law Enforcement Agencies
   • Alarm Systems
   • Computer Aided Dispatch
   • Two-Way Radio

   Check all skills

   Responsibilities:

   • Monitor and control CCTV security and alarm systems
   • Maintain status and location of patrol units through communication and through relate computer database systems.
   • Reassign guard patrol base on availability.
   • Monitor CCTV activity interior and exterior.
   • Maintain a standard of punctuality and dependability of attendance and retain myself cleanliness, tidiness, neatness and appropriately attire.
   • Perform personal escorts, VIP services, and experience in controlling and deescalating physical altercations and accidents among customers and personnel.

3. Make a budget

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

   • Location. For example, security guards dispatchers' average salary in mississippi is 38% less than in washington.
   • Seniority. Entry-level security guards dispatchers 36% less than senior-level security guards dispatchers.
   • Certifications. A security guards dispatcher 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 security guards dispatcher's salary.

   Average security guards dispatcher salary

   $15.27hourly

   $31,759 yearly

   ---

   Entry-level security guards dispatcher salary

   $25,000 yearly salary

   Updated December 15, 2025

4. Writing a security guards dispatcher job description

   A good security guards dispatcher 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 security guards dispatcher job description:

   Security guards dispatcher job description example

   Allied Universal , North America's leading security and facility services company, provides rewarding careers that give you a sense of purpose. While working in a dynamic, diverse and inclusive workplace, you will be part of a team that fuels a culture that will reflect in our communities and customers we serve. We offer medical, dental and vision coverage, life insurance, 401K, employee assistance programs, company discounts, perks and more for all full-time positions!
   **pay rate - $16.75 an hour**
   
   **we offer weekly and daily pay**
   
   **schedule available: Sunday and Monday morning / Tuesday - Thursday evenings**
   
   As a Retail Security Officer, you will serve and safeguard clients in a range of industries such as Commercial Real Estate, Healthcare, Education, Government and more.
   
   **Responsibilities:**
   
   + Provide customer service to our clients by carrying out safety and security procedures, site-specific policies and when appropriate, emergency response activities
   
   + Respond to incidents and critical situations in a calm, problem solving manner
   
   + Conduct regular and random patrols around the business and perimeter. Working environments and conditions may vary by client site.
   
   **Minimum Requirements:**
   
   + Be at least 18 years of age for unarmed roles; 21+ years of age for armed roles
   
   + Possess a high school diploma or equivalent, or 5 years of verifiable experience
   
   + As a condition of employment, applicants will be subject to a background investigation in accordance with all federal, state, and local laws. Allied Universal will consider qualified applications with criminal histories in a manner consistent with applicable laws.
   
   + As a condition of employment, applicants will be subject to a drug screen to the extent permitted by law.
   
   + Licensing requirements are subject to state and/or local laws and regulations and may be required prior to employment.*A valid driver's license will be required for driving positions only
   
   **Perks and Benefits:**
   
   + Health insurance and 401k plans for full-time positions
   
   + Flexible part time and full-time schedules that fit with your personal life goals
   
   + Ongoing paid training programs and career growth opportunities
   
   + Employee discounts through our perks program to your favorite restaurants, entertainment venues and much more...
   
   **Allied Universal is an Equal Opportunity Employer.** All qualified applicants will receive consideration for employment without regard to race/ethnicity, age, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, protected veteran status or relationship/association with a protected veteran, or any other basis or characteristic protected by law. For more information: www.aus.com
   
   If you have any questions regarding Equal Employment Opportunity, Affirmative Action, Diversity and Inclusion, have difficulty using the online system and require an alternate method to apply, or require an accommodation at any time during the recruitment and/or employment process, please contact our local Human Resources department. To find an office near you, please visit: www.aus.com/offices .
   
   **Allied Universal is an Equal Opportunity Employer.** All qualified applicants will receive consideration for employment without regard to race/ethnicity, age, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, protected veteran status or relationship/association with a protected veteran, or any other basis or characteristic protected by law. For more information: www.aus.com
   
   If you have any questions regarding Equal Employment Opportunity, Affirmative Action, Diversity and Inclusion, have difficulty using the online system and require an alternate method to apply, or require an accommodation at any time during the recruitment and/or employment process, please contact our local Human Resources department. To find an office near you, please visit: www.aus.com/offices .
   
   
   **Location:** United States-California-Sherman Oaks
   
   **Job Category:** Security Officer, Security Guard

   Copy this example

   

5. Post your job

   There are a few common ways to find security guards dispatchers for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your security guards dispatcher job on Zippia to find and recruit security guards dispatcher candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting security guards dispatchers requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   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 security guards dispatcher

   Once you've selected the best security guards dispatcher candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new security guards dispatcher. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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