How to hire a store protection specialist

How to hire a store protection specialist, step by step

Here's a step-by-step store protection specialist hiring guide:

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

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1. Identify your hiring needs

   First, determine the employments status of the store protection specialist you need to hire. Certain store protection specialist 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

   A store protection specialist's background is also an important factor in determining whether they'll be a good fit for the position. For example, store protection specialists 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 shows salaries for various types of store protection specialists.

   Type of Store Protection Specialist	Description	Hourly rate
   Store Protection Specialist	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$11-24
   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
   Petty Officer	A petty officer is a non-commissioned navy officer who is responsible for supervising the day-to-day activities of junior sailors and making sure that they have a productive day. Petty officers with more experience are expected to provide training in basic skills to their junior petty officers... Show more	$11-29

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Customer Service
   • Sales Floor
   • Professional Appearance
   • Store Leadership
   • Conference Calls
   • Visible Presence
   • Safety Issues
   • Suspicious Behavior
   • ROSS
   • External Intelligence
   • Command Presence
   • Safety Hazards
   • CCTV
   • Store Management

   Check all skills

   Responsibilities:

   • Manage safety and hazmat procedures.
   • Respond to EAS alarms and conduct bag checks
   • Perform maintenance on existing CCTV and providing assistance with installation of new surveillance hardware.
   • Implement or monitor processes via CCTV surveillance monitoring equipment to reduce property or financial losses.
   • Attend fitting rooms, sell merchandise to customers using Pos systems, cash payments, checks, etc.
   • Experience working directly for commanding officers and making security recommendations to ensure the security of overall DOD operations in the area.

3. Make a budget

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

   • Location. For example, store protection specialists' average salary in montana is 39% less than in district of columbia.
   • Seniority. Entry-level store protection specialists earn 52% less than senior-level store protection specialists.
   • Certifications. A store protection specialist 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 store protection specialist's salary.

   Average store protection specialist salary

   $35,100yearly

   $16.88 hourly rate

   ---

   Entry-level store protection specialist salary

   $24,000 yearly salary

   Updated January 23, 2026

4. Writing a store protection specialist job description

   A good store protection specialist 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 store protection specialist job description:

   Store protection specialist job description example

   Provides customer service to store customers; establishes relationships with other groups and vendors to obtain a variety of product for the store; leads the completion of all requests to obtain product for different functions; completes company store audits, maintains security and ensures sanitation in the store; Stocks shelves to achieve maximum sales.
   
   Responsible for food safety and quality Total daily sales and make deposits Order foreign product weekly Receive and fill orders for customers in a helpful, pleasant manner Order fresh meat daily and weigh for customer sales Stock freezer and store shelves Check temperature of freezer/meat cooler daily Maintain store in a clean, functional order Report any dysfunctional equipment for repair Handle calls for the Credit UnionServe as notary for the plant facility
   
   High school diploma or general education degree (GED) One to three months related experience and/or training; or equivalent combination of education and experience;Ability to read and comprehend simple instructions, short correspondence, and memos Ability to write simple correspondence Ability to effectively present information in one-on-one and small group situations to customers, clients, and other employees of the organization Ability to add and subtract two digit numbers and to multiply and divide with 10's and 100'sAbility to perform these operations using units of American money and weight measurement, volume, and distance Ability to apply common sense understanding to carry out detailed but uninvolved written or oral instructions; Ability to deal with problems involving a few concrete variables in standardized situations
   Physical Requirements
   While performing the duties of this job, the employee is regularly required to talk and hear. The employee frequently is required to stand and walk. The employee is occasionally required to sit; use hands to finger, handle, and feel; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; taste and smell. The employee must occasionally lift and/or move up to 50 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus. The employee will be exposed to a noisy environment that varies from hot to cold in temperature. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   Our Benefits:
   
   We care about your total well-being and will support you with the following, subject to your location and role:
   Health: Medical, dental and vision insurance, company-paid life, accident and disability insurance Wealth: great pay, incentive opportunity, matching 401(k) and stock purchase plan Growth: online courses, virtual and classroom development experiences Balance: paid-time off, parental leave, flexible work-schedules (subject to your location and role)
   
   Our Company:
   
   Conagra Brands is one of North America's leading branded food companies. We have a rich heritage of making great food, and a team that's passionate about innovation and growth. Conagra offers choices for every occasion through iconic brands, such as Birds Eye , Marie Callender's , Banquet , Healthy Choice , Slim Jim , Reddi-wip , and Vlasic , and emerging brands, including Angie's BOOMCHICKAPOP , Duke's , Earth Balance , Gardein , and Frontera .
   We pride ourselves on having the most impactful, energized and inclusive culture in the food industry. For more information, visit www.conagrabrands.com.
   
   Conagra Brands is an equal opportunity employer and considers qualified applicants for employment without regard to sex, race, color, religion, ethnic or national origin, gender, sexual orientation, gender identity or expression, age, pregnancy, leave status, disability, veteran status, genetic information and/or any other characteristic or status protected by national, federal, state or local law.

   Copy this example

   

5. Post your job

   To find the right store protection specialist for your business, consider trying out a few different recruiting strategies:

   • Consider internal talent. One of the most important sources of talent for any company is its existing workforce.
   • Ask for referrals. Reach out to friends, family members, and current employees and ask if they know or have worked with store protection specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit store protection specialists who meet your education requirements.
   • Social media platforms. LinkedIn, Facebook and Twitter now have more than 3.5 billion users, and you can use social media to reach potential job candidates.

   Post your job online:

   • Post your store protection specialist job on Zippia to find and recruit store protection specialist 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 store protection specialists, 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 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 store protection specialist

   Once you've decided on a perfect store protection specialist candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   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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