Questions and Answers about G4S

Here's what people have asked and answered about working for and interviewing at G4S.

View all 576 questions about G4S

What advice would you give the CEO of G4S about how to improve it?

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Utilize the skilled people already on board, especially at Hospitals. I recently left the Tucson area after being assigned to Carondolet St. Mary's Hospital. My leaving was due to what I was seeing-I tried to tell them-but nobody would listen-so I left with another excuse for leaving-personal.
First, I could immediately see their was no working relationship between long time Security nor short timers there. In my very first day, I asked for a Nurses name for a restraint report, she threatened my job for asking. I soon discovered that all S/O's have practiced using only the first names gleaned from name tags. Miscommunication was rampant. Times on the restraint form don't match with Staff prog notes-this spells trouble in accreditation. Although the nature of accreditation is not ethical either.
Second, due to no cohesiveness/confidence/professional relationship with Security, I watched an RN get clobbered in the Emergency room by a huge female patient with Homicidal Ideations, which was 100% preventable. RN staff held S/O's at bay which I am told is a common practice. You bet if the RN had to retire on a work comp medical-someone would talk to me. Sir, nobody wanted to talk about it. This will happen again! I don't know about the other Hospitals, but I heard it is just as poor in relationship values.

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Need to replace a few operations and account managers. Because don't know how to put employees to work. Schedule was always a mess and a lot of confusion. This is how it will improve work schedules among employees.

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Make sure your managers understand cultural diversity seems like they don't.

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One of my biggest issues with G4S is that once upon a time there were known as 1 of the greatest security companies to work for now being on the inside I'm learning that you lowered your standards and anyone can get a job there is no set skill set or plan put in place so that guards can work their way up the being and security officer. I just I define a security officer as someone with credentials in some history behind Them. There needs to be better contract negotiation the cost of living is insane in the northeast and as we just keep working and suffering get paid the same exact wages nothing's being done to elevate our way of life especially when we take care of the client it's not on the client that you have people writing contracts that can't negotiate contracts or pushed through a 1.5% increase yearly for cost of living and obviously there needs to be a cap at 7yrs. Also vacation leave as a joke a single year after being on a site for more than 3 years and providing exceptional service is just not enough especially to an individual that has a family. I believe once an individual hits 3 years they should get 3 additional PTO days.

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Dont hire lazy supervisors that only sleep on their shift.

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Related questions (more answers below):

Give raises to those loyal to company and have step plan. Pay at least 3 days sick time and give a personal day a year. Pay a part of 401k . Like 20% more will use it.

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Pay your employees more and offer promotions to employee who have dedicated many years to you and not new people as a marketing tool.

Answered - Upscale Security Officer (Current Employee) - Columbus, GA

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Pay people what their worth, instead of high turnover of employees leaving for better pay, instead of the INSANE amount of overtime compensating for people leaving for jobs with a chance for advancement and the cost of living.

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Never listened to gospel messy people that starts rumor

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Better leadership mainly majors at district offices

Answered - Security Officer (Former Employee) - LaGrange, GA

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