7 Mistakes Hiring Managers Make When Recruiting Fire and Security Professionals

Hiring within the Fire and Security industry has become increasingly complex, driven by skills shortages, rising compliance requirements and growing competition for experienced professionals.

With fewer candidates available and more projects demanding specialist expertise, even small recruitment missteps can lead to delayed delivery, increased risk and higher costs. For many hiring managers, navigating Fire and Security recruitment now requires a deeper understanding of the market, candidate behaviour and regulatory obligations.

To highlight where hiring managers most often go wrong, this blog brings together real market insight and first hand experience from our Fire and Security consultants. Two common mistakes are shared directly by Rob and Ciara, two of our fire and security consultants, drawing on their day to day work supporting clients and candidates across the Fire and Security sector.

2. Being Too Rigid With Hiring Models in Fire and Security

Many companies still rely solely on permanent hires, which can significantly shrink the available candidate pool and slow recruitment when demand is high. This rigidity often creates bottlenecks during peak project phases.

Fire and Security roles are highly specialised, but considering candidates with transferable skills or adjacent experience can help when trying to expand the labour pool. Broadening criteria without compromising compliance allows hiring managers to tap into overlooked talent.

Historically, many professionals enter the industry through personal networks. Proactive recruitment strategies help reach candidates who are not actively applying but may be open to the right opportunity. Adopting flexible hiring models for Fire and Security teams, including vetted subcontractors or structured training pathways, can reduce project delays and prevent repeated vacancies.

This approach is especially valuable in recruitment strategies for high-demand Fire and Security roles, where speed and adaptability often determine project success.

3. Slow or Inconsistent Feedback During the Fire and Security Recruitment Process

Ciara Woods, Principal Fire and Security Consultant shares:

“One of the most common mistakes I see when hiring within Fire and Security is a lack of timely feedback during the interview process. In a candidate short market, delays can quickly lead to strong candidates losing momentum, developing doubts or progressing with alternative opportunities. Having a clear, disciplined process in place (with agreed feedback timelines and decision points) helps maintain engagement, reduces drop outs and improves offer acceptance rates.

Another common challenge in Fire and Security hiring is a reluctance to engage subcontractors. While a fully permanent team is often ideal, a lack of flexibility can create bottlenecks on high demand projects or during peak workloads. Strategic use of vetted subcontractors via V7 can provide immediate expertise, help meet critical deadlines, and reduce project risk.”

4. Overlooking Certification Requirements in Fire and Security Recruitment

Skipping certification checks in Fire and Security recruitment is a costly mistake. Engineers must hold the correct industry recognised certifications such as FIA for fire alarm roles, and businesses should operate under relevant accreditations like NSI or BAFE.

Background screening in line with BS 7858 and right to work checks are essential given the level of trust these roles demand. Regulations change, roles evolve, and ongoing competence matters. Getting Fire and Security certifications right protects both compliance and reputation.

Click here to see the top certifications for engineers in 2026.

5. Underestimating Security Clearance Timelines

Many Fire and Security roles require formal vetting or security clearance, yet timelines are frequently underestimated. Clearance processes can take weeks or months, particularly for roles in sensitive environments such as data centres, airports or government buildings.

Failing to confirm eligibility early often leads to late stage withdrawals after offers are made. This wastes budget and disrupts workforce planning. Aligning recruitment timelines with security clearance for Fire and Security roles helps reduce delays and ensures smoother onboarding for secure sites.

6. Ignoring Soft Skills in Fire and Security Hiring

Technical competence alone is not enough. Soft skills in Fire and Security, such as communication, problem solving, and stress management, are critical in safety critical environments.

Professionals regularly interact with clients, site teams and stakeholders under pressure. Ignoring interpersonal capability can result in poor customer experience, site conflict and operational errors. Strong communication skills in security jobs directly impact delivery quality and team performance.

7. Misjudging Candidate Availability and Notice Periods

Candidate availability in the Fire and Security industry is often overestimated, particularly at senior or specialist levels. Many experienced professionals operate under extended notice periods, especially when working on regulated or long term contracts.

Unrealistic expectations around start dates frequently lead to withdrawn offers and lost candidates. Factoring fire and security notice periods into workforce planning is essential when managing hiring challenges in Fire and Security and maintaining delivery timelines.

How We Can Help

Partnering with a specialist Fire and Security recruitment provider such as V7 enables hiring managers to access market insight, compliant talent and flexible hiring solutions.

With a clear understanding of candidate availability, compliance requirements and hiring models, businesses can secure the right people faster while reducing risk across critical projects.

Submit a vacancy here.

1. Not Selling Your Company to Fire and Security Candidates

Rob Carney, Senior Fire and Security Consultant shares:

“One of the most common mistakes I see companies make is not selling their business strongly enough to candidates.

Ask yourself: Why should this candidate join our company over our competitors?

With fewer candidates and more opportunities than ever, top engineers are often evaluating multiple roles at once. If you can’t clearly communicate what makes your business stand out, a competitor will.

Knowing your unique selling points, and communicating them effectively, is critical. By the end of the interview process, the candidate should leave convinced that your company is the one they want to join.”