How to hire a surveillance operator

How to hire a surveillance operator, step by step

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

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1. Identify your hiring needs

   Before you start hiring a surveillance operator, 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 operator 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.

   Here's a comparison of surveillance operator salaries for various roles:

   Type of Surveillance Operator	Description	Hourly rate
   Surveillance Operator	Security guards and gaming surveillance officers patrol and protect property against theft, vandalism, terrorism, and illegal activity.	$10-24
   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
   Operator	Operators are skilled workers who are in charge of working on an industrial machine or a specific aspect of the manufacturing business. They are trained to operate machines, learning how to use them... Show more	$12-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • CCTV
   • Patrol
   • Table Games
   • Zoom
   • Internal Controls
   • Loss Prevention
   • Incident Reports
   • Casino Floor
   • Procedural Violations
   • Guest Complaints
   • Slot Machines
   • Casino Games
   • Audio Equipment
   • Video Equipment

   Check all skills

   Responsibilities:

   • Develop and manage SAS and SQL programs to monitor hepatitis surveillance data quality.
   • Authore procedures and work instructions and implement training programs relative to complaint handling, CAPA, investigation and risk assessment.
   • Maintain payroll and record keeping.
   • Prepare periodic reports to FDA.
   • Assist the sex offender specialist with GPS monitoring of sex offenders.
   • Compose case narratives & enter case information into the Argus database.

3. Make a budget

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

   • Location. For example, surveillance operators' average salary in mississippi is 47% less than in massachusetts.
   • Seniority. Entry-level surveillance operators earn 58% less than senior-level surveillance operators.
   • Certifications. A surveillance operator 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 surveillance operator's salary.

   Average surveillance operator salary

   $15.83hourly

   $32,930 yearly

   ---

   Entry-level surveillance operator salary

   $21,000 yearly salary

   Updated January 31, 2026

4. Writing a surveillance operator job description

   A job description for a surveillance operator role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a surveillance operator job description:

   Surveillance operator job description example

   ~ WE CREATE WINNING EXPERIENCES ~
   
   Pay Rate
   $20.00 an hour.
   
   Hire on Bonus
   $1,000 hire on bonus is for new hires and rehires that are returning after 5 years or more. The bonus will be paid out in equal $333/$334 portions after successfully completing 3 months, 6 months and 9 months of employment with Treasure Island Resort & Casino.
   
   SUMMARY: Identify thefts and/or other issues which threaten organizational resources as well as guests' or team members' safety.
   

   • Monitor all facilities within Treasure Island Resort & Casino, including gaming areas and back of house operations for the detection and video recording of illegal or unusual activities such as cheating, theft, embezzlement or other activities which may be suspicious or threatening to guests or team members
   • Monitor all gaming-related areas including Table Games, Slots, and Cash Services for potential cheating activity, advantage play and illegal activity
   • Oversee and verify large payouts by the Casino such as jackpots and bingo payouts
   • Follow established procedures and immediately notify the Surveillance Director, appropriate departments or law enforcement authorities upon detection of suspicious activities or irregularities
   • Create detailed and accurate reports and maintain a daily log of activities observed and / or reported to Surveillance
   • Ensure effective and professional interface with all public service officials and any representatives from other departments

   
   IDEAL CANDIDATES HAVE:
   Required:

   • High School Diploma/GED or equivalent experience
   • One (1) year surveillance related experience or related schooling or military experience
   • High attention to detail and accuracy
   • Strong computer skills Microsoft Office (Word, Excel and Outlook) and other gaming related or Surveillance related software
   • Excellent written communication skills
   • Above average math skills
   • Proven accurate typing skills
   • High level organizational skills and ability to adapt quickly to changing priorities
   • Ability to complete multiple tasks under pressure

   
   Preferred:

   • 2 year degree in related field
   • Prior investigation experience
   • Loss prevention experience

   
   ~ Four reasons why our Team Members have chosen to stick around for 20+ years!~
   
   o The People - amazing to work with and to take care of.
   o The Benefits - affordable health coverage, no cost on-site clinic, 401(k) and match and so much more.
   o The Career - well-paying opportunities to develop and grow with or without a degree.
   o The Little Things - Length of Service Award, Team Member of the Month (WAVE of Excellence) Program, random free meals & ice cream, Holiday food vouchers, Team Member parties, discounts on fuel at Dakota Station, discounts throughout the property and more!

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right surveillance operator for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your surveillance operator job on Zippia to find and recruit surveillance operator 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 surveillance operators, 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.

   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 operator

   Once you've selected the best surveillance operator 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.

   To prepare for the new surveillance operator first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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