How to hire a surveillance officer

How to hire a surveillance officer, step by step

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

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1. Identify your hiring needs

   Before you start hiring a surveillance officer, 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 surveillance officer 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 surveillance officers and their corresponding salaries.

   Type of Surveillance Officer	Description	Hourly rate
   Surveillance Officer	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$10-22
   Observer	An observer is responsible for supporting patients' conditions under the health personnel's supervision, ensuring that the medical operations comply with the institution's policies and procedures. Observers must have excellent communication and organization skills, responding to the patients' inquiries and concerns, and performing administrative tasks as required by the management... Show more	$12-28
   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:

   • CCTV
   • Internal Controls
   • Casino Floor
   • Safety Hazards
   • Incident Reports
   • Table Games
   • Casino Games
   • Electronic Surveillance Equipment
   • Mics
   • Surveillance Cameras
   • Local Law Enforcement
   • Audio Equipment
   • Video Equipment
   • Attendance Guidelines

   Check all skills

   Responsibilities:

   • Monitor daily activities of casino and surrounding property by using CCTV monitoring devices.
   • Save CCTV recordings which are sometimes utilize as evidence against allege criminals in police investigations.
   • Perform case investigation activities relate to drug safety for the assigned therapeutic area without E2B failures ..
   • Work with avigilon DVR and CTV system.
   • Hand-delivered federal and civil subpoenas.

3. Make a budget

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

   • Location. For example, surveillance officers' average salary in mississippi is 48% less than in massachusetts.
   • Seniority. Entry-level surveillance officers 52% less than senior-level surveillance officers.
   • Certifications. A surveillance 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 surveillance officer's salary.

   Average surveillance officer salary

   $15.65hourly

   $32,554 yearly

   ---

   Entry-level surveillance officer salary

   $22,000 yearly salary

   Updated December 16, 2025

4. Writing a surveillance officer job description

   A good surveillance 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 surveillance officer job description:

   Surveillance officer 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!
   Leawook, KS location
   
   Full-time evening shift/ 4pm to midnight/ Monday through Friday
   
   Starts at 16.50/ hr with weekly pay
   
   Free access to gym on site/ Apply today!
   
   As a Surveillance 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.
   * Monitor closed circuit television systems and alarms.
   * Monitor and operate facility computers systems regularly, as assigned.
   * Handle security issues or emergency situations appropriately. Contact Emergency Services, such as EMT, Fire Dept., etc.
   
   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.

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5. Post your job

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

6. Interview candidates

   To successfully recruit surveillance officers, 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.

   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 surveillance officer

   Once you've decided on a perfect surveillance officer 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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new surveillance officer. 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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