Security Business

MAR 2019

Find news and information for the executive corporate security director, CSO, facility manager and assets protection manager on issues of policy, products, incidents, risk management, threat assessments and preparedness.

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28 Security Business / www.SecurityInfoWatch.com / March 2019 not be the first place systems integra- tors look for talent. Instead, he advises on what he calls portable, in-house labor – moving technicians from one task to another depending on the sys- tem/project and their strengths. "Many systems integrators are not using their people to 100 percent of their capability," MacDowell explains. "e way systems are today, many are wireless – if you use subcontracted labor for a wireless system, that's silly. Take inventory on what you have within the confines of your walls at your organization, and determine how to get more bang for your buck. You know your existing employees' skill- sets – if you have a good sales force or other office staff, you can train them in installations, especially wireless." MacDowell advises to start with an internal SWOT analysis (strengths, weaknesses, opportunities, threats). "Look for the skillsets inside the com- pany that can be put to use," he says. "If there is a skillset you don't have, that is where you should subcontract. "When you have a good subcon- tractor, it is fantastic, and you can develop a great relationship; but, it is competitive, and they are becom- ing harder to find," MacDowell adds. "Take a look internally first – at the end of the day, it will be less expensive if you look at utilizing some of your own employees. Cross-training in house is so important. I love it when people step in and do something they overhead. "You can improve overall efficiency by using subcontractors as well as your billable percentage," Paley adds. "As you grow and your market area expands, using subcontractors is a natural progression." Atlanta-based GC&E Systems Group manages growth in three ways – internal hires, outside subcontrac- tors and temp labor, explains Rob Hile, the general manager of the com- pany's Tampa, Fla., office. "We address growth and manage our business with our direct labor force, which focuses on networking and security; we use subcontractors and specialty workers for low voltage, cabling and data and also hire temps," Hile says. "With the outsourcing model, I pay a subcontractor by the hour to do a turnkey project to augment our staff," Hile explains. "e outsourcing model is a cool way to grow the business, and potentially find someone who is the right fit for future employment. We can hire these temp people aer they have worked for us if we know they will fit our culture." GC&E works with private outsourc- ing companies that specialize in secu- rity, life safety, fire and IT – including Outsource and Anistar – with good results. Hile can request certain qual- ifications or competencies, such as BICSI technicians or NICET certifi- cations. "We let them know what we need for a job," he adds. For subcontractors, liability and customer perception is one of Hile's top concerns. "When you hire a sub- contractor, they are representing you and your organization in front of the customer – so they have to be reliable, you have to be able to trust them, and they must be screened and drug tested," he says. "When we bring them in we are opening our tool chest – they must (sign) non-solicita- tion and non-compete agreements, so the subcontractor can't take over our customers, and they can't work for us and then go across the street and work for a competitor." Kirk MacDowell, president of Mac- Guard Security Advisors Inc., a secu- rity business consulting firm, says the gig economy fills a need while there are not enough qualified people in the industry. "It's a completely different time in our world right now," he says. Look Inside Initially MacDowell takes a different tact and says that subcontracted labor should Hiring & Recruiting When you need help, sometimes it is better to hire a specialist short-term without the overhead of carrying another employee." — Shaun Castillo, Preferred Technologies The outsourcing model is a cool way to grow the business, and potentially find someone who is the right fit for future employment." — Rob Hile, GC&E Systems Group

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