ABSTRACT
Finding the right t for a loss prevention position can be a challenge. After you begin the process, you will quickly learn that not everyone ts the mold. Most will fall into the Papa Bear (too hard) or Mama Bear (too soft) chair, and few will t in the Baby Bear (just right) chair. The “just right” individual will exhibit many characteristics that were a combination of many other individuals who were interviewed with regards to a person’s ability and skill. The recruiter for the position must be able to differentiate between a motivated business professional and an “old-school ex-cop.” Experience in the business will be a denite plus when it comes to the selection process. Over the years you have been able to see what works in the business and what does not when it comes to personality. The trickiest part of recruiting for loss prevention is nding the right combination of analytical skills and an affable upbeat personality. If you settle for someone who possesses only one and not the other, you will most likely have problems down the line. The job posting must be very specic on whom you will consider for employment. Countless employees in retail organizations want to be in loss prevention because, as they will put it, it seems like a cool job and they are attracted only for the thrill of the chase. If you
are requiring a college degree, make sure that you specify the type of degree you are looking for, which will weed out people you do not want.
