It's cliché but true: One bad apple gives the whole bunch a bad name. When hiring new officers for private security, one untrained security officer can ruin both your company's brand and the reputation of the industry as a whole. Given that the private security industry isn't as regulated by government powers as other industries, the responsibility falls on you as the owner, security director or hiring manager to check and check again that you're hiring the best and most truthful candidates possible. Here are some things to keep in mind when interviewing candidates:
Perform a criminal background check on all candidates. They might be pricey and time-consuming, but nothing is more worthwhile when it comes to choosing private security officers. Most states require that security officers have a license to be able to perform the job, which include a background check performed by the state. However, relying on one source could be your downfall. In 2014, Springdale Job Corps, a school in Troutdale, Oregon, found itself on the receiving end of a $7.5 million lawsuit when a privately employed security officer working on campus hurt a student. The guard in question had a criminal history including charges of prostitution and fraud, yet the company that hired him missed it. Conducting an investigation of your own is the safest way to make sure your new hire is who you expect him to be.