Attractiveness Study
This report presents the main findings of a perception study that was part of the second stage of the INTEL project (2024-2026). The study is based on qualitative research, surveys and interviews that were conducted from March to July 2025 among +2000 private security workers under the age of 35 across six EU Member States (Belgium, Croatia, Germany, Italy, Romania, the Netherlands).
Based on these studies and the outcome of national Social Partner workshops in all six countries, this report explores how young people perceive work and career opportunities in the private security services sector, what attracted them to the sector, what motivates them to stay, and what may lead them to leave. Ultimately, the aim of this report is to offer sectoral Social Partners in Europe with indications and a better understanding on how to attract current and future young generations to the security services industry.
10 Key take-aways for Social Partners
Economic security matters most.
Cost of living strongly shapes how young workers assess jobs, making competitive pay and predictable income essential reference points throughout the employment cycle.
Work-life balance is a decisive factor for retention.
While pay remains central, individual expectations for work-life balance and flexibility increasingly influence whether young workers stay or leave.
Job security is a strength of the sector.
Many young workers perceive private security as offering stable employment, which can be further highlighted in recruitment and employer branding.
Onboarding: managing and meeting expectations matters.
Many young workers experience a gap between expectations and daily work. Clear communication during recruitment and onboarding can be key retention tools.
The human factor: DEI and people management are the way to go.
Feeling supported by supervisors strongly influences job satisfaction. Inclusive people-management practices – including further attention to gender equality and non-discrimination – are key to making all workers feel valued and supported.
Outreach to young people can be broadened.
Public employment services, schools and social media are underused channels with potential to reach more young people.
Recruitment and image campaigns to align perception with reality.
Campaigns that present job content and societal value of security work can attract new entrants and enhance public understanding of the sector.
Carreer paths need to be clear and visible.
High interest in leadership and specialised roles contrasts with uncertainty about long-term prospects, suggesting value in transparent career development pathways.
Training works – but needs regular updating.
Soft skills remain central, while gaps in IT skills point to the need for ongoing review of training content in line with operational and technological change.
Social Dialogue and procurement shape attractiveness.
Strong Social Dialogue and quality-based procurement support investment in skills, fair working conditions and quality services, strengthening both workforce attractiveness and the sector’s public image.
In addition to the EU-level report, researchers published, in collaboration with CoESS members and project partners in Belgium (ARXIA), Croatia (CSA), Germany (BDSW), Italy (ConFedersicurezza), Romania (ARIS) and the Netherlands (Nederlandse Veiligheidsbranche), the national perception study results.
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