Careers & Employment
Identifying, nurturing and rewarding potential talent
Safety and security is about dealing with risks: avoiding, solving and removing them as much as possible. The majority of successful organisations believe their staff to be their most valuable asset. But some enterprises fail to prosper simply because they lack a coherent policy aimed at recognizing, recruiting and retaining talented people. Security is a serious and personnel dependent business. So keeping with those lines G4S pay grave importance to the maintenance, inspection and enthusiasm of its management. It places key emphasis on human resource as it is the basis of success of any organisation. As a leading provider of security solutions, on the key security challenges that are facing all global business today, we expect our competent team to meet this criterion.
- Should be able to recognize their commitment towards the company and its customers
- Be fervent to take full advantage of their personal potential.
- Deal with absolute equality, honesty without displaying any traces of discrimination.
- Consequently the employees would be conferred with rewards and appreciation for their contribution to the company and its customers.
Role Outline and Aptitude
Accompaniment to our equal opportunities policy, our strategy to recruitment is to opt for candidates beside proficiency required for a specific position. The company exploits the potential candidates' ability by making him undergo an extensive series of assessment process, which is modified to meet specific prerequisite for that position.
Employees Maintenance
G4S identifies employees' constancy as one of the fundamental indicator of job satisfaction. It is a vital requirement of our customers who want a stable customer security team at their site. However, to achieve that employee job satisfaction we have introduced a number of management practices that focuses on stressing the value that our organisation place on our personnel; thus achieving an encouraging outcome on employee's retention. Some of these are as follows:
- A series of welfare interviews are conducted in addition to standard supervisory visits by our Welfare Officers.
- Monthly measurement of reasons for labour turnover from leaver questionnaires/interviews.
- Correct action taken in relation to the outcome of the above information.
- Formal employee recognition systems.
- Internal communication via local newsletters and national internal ‘newspapers’.
