Structural Issues and Improvement Measures of the Recruitment System for Private Security Officers: A Mixed-Methods Research Approach Targeting Experts

Private security officers (Private Police Guards) are specialized personnel responsible for maintaining safety and order in public and private facilities in South Korea, operating under the Private Security Officers Act established in 1973. They perform duties such as security, order maintenance, and safety management in public institutions, financial organizations, and large private facilities, playing a vital role in ensuring public safety. The Private Security Officers Act has undergone several amendments to modernize working conditions and enhance legal protections, particularly expanding job responsibilities and introducing specialized training in the 1990s and 2000s. With the advent of an information society, advanced security technologies have also contributed to improving operational efficiency. However, the recruitment system for private security officers is inconsistently managed across organizations, facing issues such as the absence of a centralized personnel organization, non-uniformity of recruitment criteria, and a lack of specialized training programs. These issues undermine the consistency of recruitment processes, hinder the influx of talent, and diminish the professionalism of private security officers. Specialized skills are particularly required in areas such as counter-terrorism, emergency response, and psychological counseling, yet the current training framework fails to adequately meet these demands. The necessity for reforming the recruitment system for private security officers is imperative. There is a need to standardize recruitment criteria and procedures nationwide, while also implementing specialized training programs to enhance the capabilities of private security officers. Establishing a centralized personnel organization would standardize recruitment processes and timelines, alongside the introduction of a continuous evaluation and feedback system. This would enhance the operational capabilities of private security officers and contribute to building a safer and more efficient public safety system. This study employed a semi-structured survey and in-depth interviews centered around experts to analyze the issues of the recruitment system for private security officers and propose improvement measures. Through this approach, the discussion focused on the shortcomings of the recruitment process and the necessity for enhancements in training programs, emphasizing the importance of a centralized personnel organization, uniformity in recruitment criteria, and the introduction of specialized training programs.