Workforce shortages plague the private security sector as Nashville-based Solaren Risk Management navigates hiring difficulties while maintaining operational standards across five states.
Private security companies nationwide face mounting workforce shortages that threaten service delivery capabilities. Solaren Risk Management, operating from Mount Juliet, Tennessee, manages over 300 contractors across southeastern markets while confronting recruitment challenges that mirror broader industry trends (https://www.solarenrm.com).
“A lot of people are just, it’s not the most appealing industry anymore. It’s hard to find people who genuinely are passionate about this kind of work,” says Bethany Gill, Director of Operations for Solaren Risk Management. Her observations reflect data points emerging across security firms attempting to scale operations amid shrinking candidate pools.
Recruitment Challenges Multiply Across Markets
Digital employment alternatives have fundamentally altered worker preferences, creating direct competition for candidates who previously might have pursued security careers. Industry marketing faces unique constraints that compound recruitment difficulties.
“Security is not something that our clients typically promote because nobody wants to say that they need security,” Gill explains. Client discretion requirements limit companies’ ability to showcase successful operations, reducing industry visibility among potential recruits.
Nashville’s security market demonstrates these dynamics clearly. New companies appear regularly but struggle with sustainability. “I see one, a new security company pops up every month and then it just fizzles out,” Gill notes. Most begin with minimal infrastructure before encountering operational realities that require substantial capital and relationship networks.
Internal Advancement Programs Address Leadership Gaps
Solaren counters staffing challenges through systematic internal promotion programs that convert field personnel into management roles. Performance-based advancement provides career pathways while addressing supervisor shortages.
“Nine times out of 10, it comes from people who have worked for us out in the field and have really done a good job,” Gill describes regarding supervisor recruitment methods. Candidates advance based on demonstrated competencies: punctuality, operational effectiveness, and leadership capabilities shown during field assignments.
Successful progression typically follows predictable patterns. Field officers who excel gain security lead positions at specific locations, potentially advancing to Field Operations Coordinator roles overseeing multiple contracts. Each promotion level requires comprehensive evaluation through panel interviews involving both administrative and operations personnel.
Panel interviews test candidates across multiple scenarios. “Hey, how would you handle this situation? Or Hey, this is something that I run into regularly, what would you do in that situation?” Gill explains regarding evaluation methods.
Technology Integration Reduces Administrative Burden
Staffing limitations accelerate technology adoption across Solaren’s operations. Integrated platforms handle document management, scheduling coordination, and time tracking functions while enabling contractor self-service capabilities.
“We have one platform that we use where we keep track of all the documents for our contractors all of the time sheets, the schedules, everything all in one app,” Gill states. Mobile accessibility allows contractors to view schedules and select assignments without administrative intervention.
Communication infrastructure reflects operational mobility requirements. “We moved it over to a mobile-based platform that we use for our phone system,” Gill explains. Mobile-based systems accommodate field personnel who spend limited time in office environments, enabling smaller management teams to oversee larger contractor networks effectively.
Professional Development Creates Competitive Differentiation
Training programs serve dual functions: regulatory compliance and candidate attraction. Solaren’s curriculum includes specialized certifications that demonstrate career development opportunities beyond basic licensing requirements.
Active law enforcement professionals lead training sessions covering report writing, emergency response protocols, and advanced certifications like Tactical Emergency Casualty Care (TECC). Real-world applications validate training investments regularly.
Gill recounts a specific incident demonstrating practical value: “One of our guards, a guy ran up to him while he was working at one of the bars; he was on the street doing ID checks. A guy ran up to him, he had been stabbed in the arm. And this officer that we had applied a tourniquet, not everybody knows how to apply a tourniquet.”
Recognition systems reinforce training participation through annual awards ceremonies acknowledging exceptional performance. Financial bonuses frequently accompany recognition, while additional incentives include entertainment access through the company’s Bridgestone Arena suite for outstanding contributions.
Geographic Expansion Intensifies Staffing Complexity
Multi-state operations compound workforce challenges through communication barriers and quality control requirements. Remote locations necessitate local hiring while maintaining service standards across geographic markets.
“If it’s a new state that we’re just diving into, it’s going to be hard to maintain that flow of communication because it’s going to have to boil down to either a phone call,” Gill acknowledges regarding expansion challenges.
Regional supervisor networks and standardized procedures address geographic obstacles, though expansion remains resource-intensive. Each new market requires local law enforcement relationship development, regulatory compliance navigation, and recruitment network establishment.
Market Position and Adaptation Strategies
Despite industry-wide challenges, Solaren maintains recruitment capabilities through reputation networks and referral systems. Established market presence provides competitive advantages over newer entrants struggling with similar workforce constraints.
“We are definitely one of the more well-known security companies in the area, and that’s helped us out a lot,” Gill observes, while noting that “plenty of other security companies in the area are struggling with getting people right now.”
Company approaches combine systematic processes with relationship-based recruitment methods. Long-term client relationships provide operational stability supporting workforce planning, while internal promotion programs create advancement opportunities that differentiate established firms from competitors offering limited career development.
Critical infrastructure protection and specialized security requirements continue driving demand for qualified personnel. However, workforce availability gaps suggest ongoing challenges for security providers lacking comprehensive recruitment and retention frameworks.
Staffing shortages reflect fundamental shifts in employment preferences and industry perception rather than temporary market conditions. Security companies investing in training infrastructure, technology systems, and career development may maintain competitive positioning, but industry-wide talent attraction remains a systemic challenge requiring innovative approaches beyond traditional recruitment methods.
