How to hire a security police

How to hire a security police, step by step

Here's a step-by-step security police 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 police job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new security police
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   First, determine the employments status of the security police you need to hire. Certain security police 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 security police 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 security police that fits the bill.

   This list shows salaries for various types of security polices.

   Type of Security Police	Description	Hourly rate
   Security Police	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$14-26
   Non-Commissioned Officer	A non-commissioned officer (NCO) is responsible for maintaining peace and order during military operations and training. Non-commissioned officers' duties include leading soldiers' training for military operations, responding to the soldiers' concerns that involve their physical and mental well-being, and utilizing military equipment and tools properly while following strict regulatory procedures... Show more	$37-68
   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

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Patrol
   • Law Enforcement
   • CPR
   • Emergency Situations
   • Security Operations
   • Incident Reports
   • AFB
   • Entry Control
   • Combat
   • Traffic Control
   • Physical Security
   • USAF
   • Military Installations
   • NCO

   Check all skills

   Responsibilities:

   • Manage and process police reports and aircraft/base security records supporting nuclear deterrence operations for then the USAF's largest B52 force.
   • Patrol security sensitive areas including storage of nuclear weapons.
   • Review patrol paperwork, dispatching of patrols, telephone operator for emergency calls and coordination with other military police.
   • Supervise and execute force protection duties to protect base personnel and DoD resources.
   • Perform life-saving procedures like CPR, when acting as first responders to an accident or disaster situation.
   • Apply self-aid and buddy care, lifesaving procedures to include CPR, as first responder to accident and disaster scenes.

3. Make a budget

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

   • Location. For example, security polices' average salary in mississippi is 46% less than in alaska.
   • Seniority. Entry-level security polices earn 44% less than senior-level security polices.
   • Certifications. A security police 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 security police's salary.

   Average security police salary

   $41,696yearly

   $20.05 hourly rate

   ---

   Entry-level security police salary

   $31,000 yearly salary

   Updated January 20, 2026

4. Writing a security police job description

   A good security police 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 police job description:

   Security police job description example

   Suffolk University is delighted to announce a career opportunity as the Emergency Manager within the Suffolk University Police and Security Department. The Emergency Manager has responsibility for all aspects of emergency preparedness and emergency management at Suffolk University at all on-campus and off-campus facilities, owned or leased. Works with individuals at all levels of the institution to develop and initiate campus-wide mitigation, preparedness, response, and recovery programs that meet regulatory guidelines, protect the university's assets, prepare the University to deal with unforeseen disruptions to operations, and lead recovery and normalization activities. Previous higher education emergency management experience is strongly preferred. Suffolk offers a generous benefits package including paid time off, free tuition (undergraduate and graduate), retirement match, medical and dental insurance, a hybrid work schedule, and much more!
   Primary Responsibilities:
   
   Coordinate the ongoing development, maintenance, and implementation of the Suffolk Emergency Plan (SEP) and assist the business continuity manager with plans. Participate in professional development to keep abreast with trends within the emergency management community, with emphasis on higher education, and take steps to verify the institution is planning accordingly. Recommend emergency planning-related policies to University leadership.
   
   Collaborate with the risk manager for purposes of developing and implementing emergency management planning, assisting with business continuity planning, and notification of emergencies. Management and response to international incidents that impact members of the University community.
   
   Create a culture of campus-wide emergency preparedness by utilizing social media, and departmental meetings, and keeping a visible presence on campus and other venues as appropriate.
   
   Manage the Emergency Operations Center when activated, serve as an incident commander, as appropriate, during a critical international or national incident, and coordinate the University's emergency notification system.
   
   Develop and conduct robust emergency management training, including Study Abroad orientation for the University. Conduct periodic drills and amend training based on outcomes. Conduct hazard vulnerability analysis and develop evacuation plans. Keep informed of federal, state, and local regulations affecting emergency plans to ensure adherence. Interact with outside agencies to coordinate emergency support activities.
   
   Serve as the chair of the University's Incident Support Team (IST), coordinator for the Threat Assessment Team, and chair of the weather team. Participate on other University committees as appropriate.
   
   Develop and/or assist with managing the budget for emergency management.
   
   Management and response to international incidents that impact members of the University community.
   
   Work with the Center of International Programs (CIPS) office to ensure the safety of students abroad.
   
   Assists in institutional Clery Act compliance including monitoring, updating, and implementing institutional Clery Act policies and procedures.
   
   Requirements/Qualifications:
   
   Bachelor's degree is required, with five or more years of relevant or similar emergency management experience
   
   Experience in higher education is strongly preferred
   
   Experience in the Clery Act compliance is preferred
   
   Excellent verbal, written, and interpersonal skills to communicate effectively with individuals at all levels of the organization as well as outside consultants and members of local and regional regulatory agencies
   
   Ability to take initiative, work independently, and follow tasks through to completion
   
   Strong organizational and time management skills, including the ability to meet deadlines and work under pressure
   
   Presentation preparation and delivery skills to present in group settings
   
   Ability to develop programs and train groups and individuals
   
   Demonstrates ability to lead individuals and groups in high-stress situations
   
   Strong leadership, interpersonal and consensus-building skills with demonstrated problem-solving and decision-making experience
   
   Ability to operate 24/7 in the event of an emergency affecting the University community
   
   Suffolk University does not discriminate against any person on the basis of race, color, national origin, ancestry, religious creed, sex, gender identity, sexual orientation, marital status, disability, age, genetic information, or status as a veteran in admission to, access to, treatment in, or employment in its programs, activities, or employment. Suffolk University is an affirmative action, equal opportunity employer. The University is dedicated to the goal of building a diverse and inclusive faculty and staff that reflect the broad range of human experience who contribute to the robust exchange of ideas on campus, and who are committed to teaching and working in a diverse environment. We strongly encourage applications from groups historically marginalized or underrepresented because of race/color, gender, religious creed, disability, national origin, veteran status or LGBTQ status. Suffolk University is especially interested in candidates who, through their training, service and experience, will contribute to the diversity and excellence of the University community.

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5. Post your job

   To find security polices 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 security polices they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level security polices 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 security police job on Zippia to find and recruit security police candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with security police candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 police

   Once you have selected a candidate for the security police 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.

   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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