Addressing the Security Industry’s Skills Shortage

The current skills shortage is neither a short-term nor an isolated issue. It’s the end result of a combination of factors: an ageing workforce, limited awareness of career opportunities in the sector and outdated perceptions about what security work really involves.

As experienced professionals retire, the industry requires a ready pool of qualified workers to take their place. However, the younger generations are often unaware of the technical, smart and future-proof career opportunities available or how to access them.

The evolution of technology is also reshaping the workforce needs of the sector. Today’s security systems are not standalone units. Rather, they’re integrated, connected and increasingly data-driven.

Engineers now need to understand networking, IP-based systems, cloud platforms and, in some cases, Artificial Intelligence (AI)-powered systems. Traditional skills remain essential, but the job profile has expanded from installation to design, maintenance and monitoring.

Careers in security 

Security as a career doesn’t typically feature in school discussions about future career choices. It’s not necessarily seen as a go-to choice among career changers, either. Many assume the industry is limited to security guarding or basic installation roles, when in fact the roles available increasingly range from systems design and cyber security integration through to compliance, consultancy and project management.

These are positions that require significant technical expertise, offer strong career progression and play a critical role in keeping people and property safe.

If the industry is to address its workforce skills gap, there must be a sustained effort to improve awareness of these career paths. This means engagement with schools and colleges, creating accessible entry routes for diverse groups and ensuring the training on offer is aligned with what employers actually need.

It also means correcting outdated perceptions and positioning the sector as a future-facing, technology-driven environment with long-term potential. 

Emerging talent

Set in this context, recent events have shown what’s possible when the industry joins forces to promote itself more effectively. The inaugural Fire and Security Careers Fair that Skills for Security held back in March was a prime example.

Primarily attended by students, the Careers Fair was designed to afford a clear and realistic insight into the sector. It offered hands-on demonstrations, apprentice-led workshops and open conversations with professionals working in the field. The result was a day that felt grounded, informative and optimistic.

For many attendees, it was their first real exposure to the scope of roles available in the security and fire industries. They saw, first-hand, how the work connects to real-world outcomes: keeping schools, hospitals, commercial premises and public infrastructure safe.

They were introduced to the idea that this sector offers not just jobs, but careers. The interest shown by both school-leavers and those looking for a mid-career change suggests that the appetite’s there if the information is made accessible.

Highlighting apprenticeships

The event also highlighted how apprenticeships are becoming a crucial entry point into the industry. For those individuals who may not have considered university, or who want to earn while they learn, apprenticeships offer a structured and supported way in.

Participants can gain hands-on experience, develop technical knowledge and earn a recognised qualification: all while contributing directly to their employer’s business. The opportunity to speak with current apprentices at the Careers Fair provided a valuable peer perspective, showing how others have made a successful start in the industry.

Apprenticeships also benefit employers. Businesses gain access to enthusiastic learners who are eager to grow within their organisation. With appropriate mentorship and support, these new recruits often bring fresh energy and perspectives. Many businesses report high retention rates among apprentices, notably so when they are nurtured properly from the outset. For small businesses in particular, apprenticeships can be a lifeline for addressing skills gaps on a cost-effective basis.

Innovation and industry commitment

Momentum from the Careers Fair carried into The Security Event 2025, which showcased the latest in security technology: from integrated AI surveillance systems through to mobile-enabled access control, door entry, visual verification and more.

For those working in or otherwise exploring the field, it was an opportunity to see how rapidly the sector is advancing. It also gave potential new entrants the chance to understand where the industry is heading and what skills will be in demand over the next five-to-ten years.

Security Matters Live is another key networking catalyst, providing attendees with a platform to meet employers, innovators and training providers. This industry gathering always fosters conversations not only about technology, but also about people, talent development and future workforce planning.

Panel discussions and workshops focus on actionable strategies for addressing the skills shortage, including diversity recruitment, improving training delivery and enhancing employer education partnerships.

A key takeaway from our industry sector is that employers are willing – and, in many cases, eager – to invest in new talent. They need support in doing so. Many small and medium-sized businesses don’t have the internal infrastructure to manage training programmes or navigate apprenticeship funding. This is where sector-specific training providers have a critical role to play.

Building the workforce 

At Skills for Security, we are actively working to bridge the gap between employers and potential recruits. We offer a wide range of apprenticeship programmes suitable for the security and fire industries.

What sets us apart is our focus on industry alignment. Training that reflects the realities of the workplace, with input from employers, manufacturers and regulators. We also help companies to understand their options for recruiting apprentices, accessing funding and providing effective mentorship.

We launched Business360 as a collection of apprenticeship courses designed to provide businesses with a direct pipeline of skilled professionals. By offering structured training in customer service, team leadership and business administration, this initiative ensures that companies can build a workforce capable of delivering excellence in every aspect of their operations.

Unveiled at The Security Event in April, Business360 presents a cost-effective way for businesses to invest in their future, while giving apprentices hands-on experience and career progression opportunities.

Bringing apprentices into a business provides a valuable opportunity to develop employees with the exact skills needed to support growth. Companies benefit from motivated individuals who bring fresh thinking and a structured learning experience into their roles. The result is a workforce that’s not only highly skilled, but also engaged and prepared to meet industry demands.

For apprentices, the benefits are just as significant. Gaining real experience, while receiving structured training, allows them to develop the skills and knowledge required to build long-term careers in the security industry.

Tailored training 

Unlike generic apprenticeship programmes, Business360 courses are designed specifically to meet the needs of security and fire sector businesses. Whether a company requires skilled professionals in customer service, leadership or administration, these apprenticeships provide training that aligns directly with industry demands.

The available apprenticeships include Customer Service Specialist (Level 3), which focuses on managing complex customer interactions and maintaining high service standards.

The Customer Service Practitioner (Level 2) is designed for front line roles that involve direct customer support. Team Leadership (Level 3) equips supervisors with the skills to manage teams effectively, while Business Administration (Level 3) develops administrators to oversee, implement and, what’s more, improve business operations. These courses work well for industry-specific roles such as technical support specialists and maintenance service co-ordinators.

By offering training that’s specifically tailored to the security sector, Business360 helps businesses to place the right talent in the right roles, ensuring both employers and apprentices achieve long-term success.

Security for all 

Skills for Security is working to make training more inclusive, encouraging more women, neurodiverse learners and people from minority backgrounds to view the sector as a viable career path. This is essential if the industry is to build a workforce that’s both large enough and representative of the society it serves.

Training, though, is only part of the solution. Retention also matters. Once people join the sector, they need opportunities to grow. That means offering supportive upskilling and helping employees transition into more senior or specialist roles. It also means listening to what younger workers want: career progression, flexible working arrangements and a continual sense of purpose. These are not luxuries. Rather, they’re expectations that employers must meet if they are to keep talent within the industry.

In order to tackle these issues, industry bodies, employers and training organisations alike are working in closer alignment. Collaboration is the only way in which to build a sustainable talent pipeline.

National campaigns, local outreach and joined-up messaging will help to attract a broader demographic. Investment in mentoring, well-being and leadership training will ensure those already in the sector feel valued and motivated to remain. 

Securing the future

There’s no quick fix to the skills shortage, but there is a clear path forward. It starts with raising awareness of the opportunities available within the security and fire industries. It continues with better training, delivered in partnership with employers. It succeeds when those who enter the industry feel valued, supported and able to progress.

The sector has much to offer: stability, technical challenge, smart technology and meaningful impact. However, unless more individuals are encouraged to join and then trained properly from the outset, the current skills shortage will continue to grow.

The work transacted so far shows that change is possible. With continued focus and collaboration, the industry can start to reverse the trend and secure its long-term future.

Looking ahead, the next few years will be crucial. Demographic pressures will continue to challenge recruitment efforts. At the same time, technology will continue to evolve, duly demanding more from engineers and technicians.

The security industry is rising to meet this moment, not just by highlighting the critical importance of its work, but also by actively investing in the people who make that work possible. The careers of tomorrow are being shaped today, and the security and fire sectors have the opportunity – and the responsibility – to build a workforce equipped for the challenges and innovations of the future.

Expanding partnerships with educational institutions, improving awareness at a younger age and inviting prospects to industry events can make the sector more attractive and accessible. It’s about creating a compelling narrative that communicates our purpose and the potential for personal growth.

With the right structure, support and visibility, the security and fire industries can become a destination of choice for the next generation.

Darrell Gilmour is Director of Technical Training at Skills for Security (www.skills4security.com)