Magazine article Security Management

The Maximum for the Minimum

Magazine article Security Management

The Maximum for the Minimum

Article excerpt

The Maximum for the Minimum

GOOD HIRING IS ONE OF THE BEST WAYS FOR contract security services to minimize clients' losses. Employing the right people not only reduces the chance of actual misdeeds by security officers but also lessens the likelihood of lawsuits for negligence.

Employee misconduct hurts the business community as well as the contract guard industry. Many factors contribute to such misconduct once employees are on the job. Fortunately, preemployment screening can head off problems from the start.

When hiring, most companies first ask applicants to fill in an application form. Those forms request basic information on education, employment history, and background--the facts needed for an initial interview. Some applicants give wrong information about their previous employment, while others falsify their educational status.

The general public feels anyone can do a guard's job, and most people think it is very easy to hire a guard. To some extent, they are right; a lot of security companies hire anyone who walks into their offices. Many applicants have full-time jobs but resort to security work to supplement their income. They generally do not feel obligated to their second job, and a number of them show up late to work and quit on a whim, leaving their employers in the lurch.

However, security has become a challenging profession. High technology now plays a daily role in security. Untrained, uneducated, and poorly paid old-timers are not going to survive in the security field. The breed to succeed is the well-trained, well-educated, and well-paid security officer.

EMPLOYERS SHOULD STRIVE AT HIRING TIME TO protect their businesses against malefactors--both those who steal and those whose irresponsible and negligent acts invite lawsuits. A few basic hiring steps can go a long way toward discarding bad apples before they join a company.

Long before interviewing an applicant, the interviewer should scrutinize the application and look for the sections most likely to contain fishy information, especially items that are scored out and rewritten. A glance at the form will rule out people who do not meet the position's educational or job experience requirements.

The application can also reveal something more: a job-hopper who has held a number of positions in three or four years. This kind of person is usually an employment risk. Periods of prolonged employment are good indications of stability, even if the indicator does not always prove correct.

An interviewer's concentration and probing during an interview can dig out the facts when an applicant has tried to cover up shortcomings with lies. In general, the interviewer should look for prolonged gaps between jobs. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed


An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.