SEC350 Hiring Policies Paper

Hiring Policies

Hiring Policies Paper

Name

SEC350

Date

Professor

Hiring Policies Paper

The hiring policies of a security firm or any type of organization are essentially important to their success. It is essential that the policy practices of the security firm result in the hiring of the most qualified and experience personnel that are motivated to see the company succeed. Security personnel play a very important role in society and are given the authority to police the locations in which they have been hired. It is essential that the hiring practices of the security firm result in the firm acquiring the best talent at the best possible cost. Hiring policies in the security firm require not only hiring motivated and productive employees but ensuring that the employees are properly screened to minimize the risk to the security firm. If the security personnel that are hired are not carefully screen the security firm will be liable.

Hiring Process

The security business is a high-stakes industry which requires protecting lives, assets, proprietary equipment and technologies, high-tech facilities, trade secrets, and public safety (Adler, 2007). In order to ensure that the company does not face any civil liability and the security staff does not cause any harm to members of the public begins with the hiring process. Before the hiring process can begin a plan must be first developed and the goals of the security organization need to be identified. The hiring process includes recruiting talent, interviewing and then hiring the best possible candidates.

Recruiting job applicants in the security market depends on the type of security personnel needed by the firm but the trends to hire military and police personnel to fill the positions that come open. This includes determining the requirements needed in the applicant and considering what is available in the labor market and determine the needs of the organization. For example if the security firm needs a manager the qualifications required would be different from the qualifications required for a security officer.

In the recruitment process there are many different avenues that can be employed including using an internal posting that will reach only members of the organization or the firm can use an external recruitment process to attract potential employees to the security firm. This could include posting the security job position on an online job employment site or posting an ad in a newspaper. Through different internal and external hiring practices the security firm can find employees that will embrace the mission and become an asset to the security firm.

The interviewing process is crucial and also includes running the necessary background checks on the potential employee. The interviewers must be trained on the proper steps for screening and selecting the best possible employees. The interview process begins with an application being completed and resumes being provided to the security firm. The application provides the security with vital information about the applicants past work experience, criminal history, and provides personal information concerning their interests, hobbies, and why they think they would be a good fit for the security firm.

The interview process will include reviewing the application and the resume and asking questions that are pertinent to the field in order to provide insight to the skills and knowledge of the applicant. Once the applicant has made it successfully through the interview process the next step is pre employment testing which includes a psychological evaluation and personality testing followed by drug screenings, and background, reference, and criminal checks. In order to become employed at the security firm the potential employee will have to pass the testing and the screening check as well as have the necessary list of qualifications. Once an employee is hired the new employee will need to go through a pre employment orientation and training process in order to ensure their suitability and adaptability to the security industry. Many security firms require a ninety probationary period in order to ensure the newly hired security personnel is a compatible fit with the organization.

Challenges in the Hiring Process

Managing risk in the hiring process can be a challenging task for an organization’s human resources (HR) and security departments (Nixon, 2012). The hiring process is essential to ensuring that the right employee is hired for the security industry in order to reduce the risk, prevent loss, and ensure the safety of personnel under their care. One of the major challenges involved in the hiring process is a lack of communication. When a company needs to hire personnel to fill position there is usually some urgency. Due to this urgency communication failures could include not properly relaying the necessary qualifications or staff needs and constraints in hiring.

When a security job requires a high clearance it will require specific education and skill requirements that may be difficult to locate. This makes it necessary to find candidates that have the skills, education, and experience to fulfill the position. The challenges are in determining what internal or external measures need to be used to attract the appropriate security staff for the position. Once the qualified staff is located the clearance process is the next step and this can be quite a lengthy process. The potential candidate will have to be subject to an intense background check which can be costly and time consuming and include interviewing past employers and personal references.

Challenges that can surface once the security officer is hired by the firm include negligent hiring and workplace violence. When security personnel commit bad acts on the job any liability will fall to the security firms. This includes acts of workplace violence or the company failing to run a criminal background check only to later find the employee had a criminal record. Pre-employment screening helps ensure that employees are who they say they are as well as helps to ensure the employees that are hired have the necessary temperament for the job as well as qualifications and experience. Security jobs are not suited for all people and it is essential that the security firm wean out the security personnel that create unnecessary risk for the security firm.

Recommended Security Hiring Process

Hiring in private security is largely determined by the security policies that are in existences within the organization (ADL, 2005). Due to the important role they play in protecting person, property, and sensitive information. The recommended hiring process begins with establishing security policies that provides a frame work that act as a guide to the development of all company security program hiring practices. The policy that is created will need to ensure that the appropriate screening measures are in place and clearly define the type of security staff that should be hired. These policies will be essential to informing managers and employees of the company’s requirements in protecting in hiring personnel capable of protecting the company’s assets, information and clients.

Once the policies are established the next step is to develop the plan for hiring security personnel. The plan includes the management establishing the guidelines in the hiring of the needed employees. This includes first assessing the labor market to determine where the appropriate candidates can be located and outlining the necessary experience and qualifications required for the position as well as the type of screening processes that must be conducted in the pre employment process. After the talent requirements are determined the next step will be to communicate this plan to the appropriate personnel in order to ensure the human resources department is aware of the necessary requirement as well as the company’s policies concerning the actual hiring process. Last in the plan is the interviewing and pre employment screening process followed by selecting and hiring the best possible candidates.

Conclusion

Hiring in the security employment setting is especially important. If the human resources department fails to hire the best candidates or hires a candidate that could later result in complaints of misconduct or workplace violence the security company will be liable. Security firms in the 21st century needs security personnel that can deter criminal activity, protect the people and their property, as well as being alert and capable of taking control of security incidents that occur. The security personnel must be able to protect the private information systems from outside intrusion and ensure there is no physical or cyber loss. Without effective and comprehensive hiring practices the security firms will have little success.

References

Adler, L. (2007). Are You Masking Your Hiring Process Problems with the Wrong Solutions?

Retrieved August 27, 2012 from

http://www.adlerconcepts.com/resources/column/newsletter/are_you_masking_your_hiring

Anti-Defamation League. (2005). Guidelines for Hiring a Security Contractor. Retrieved August

27, 2012 from http://www.adl.org/security/new_guide/09-Security_contractor.pdf

Nixon, R. (2012). Background Screening and Investigations: Managing Hiring Risk from the HR

and Security Perspectives. Retrieved August 26, 2012 from

http://www.securitymanagement.com/article/background-screening-and-investigations