Hiring Policies
Student Name
SEC 350
Date
Instructor

Hiring Policies

Employees are often referred to as the face of the organization that employs them. This relationship holds true for the private security industry and the personnel who make up the force. Organizations that employ private security personnel have an obligation to provide qualified, well trained, professionals. State and federal regulations regarding licensing, applicant background checks, recruitment methods, and organizational standards are key elements to the hiring process of potential employees. A lack of care in pre-employment vetting can increase of the risk of civil and criminal liabilities for both security personnel and the organization they represent.
State and Federal Regulations

Private security is a growing industry is that has evolved throughout the years towards a more standardized and regulated profession. This is evident with the increased interest by politicians, legal authorities, and others to increase regulations and standards for the private security industry. Nemeth (2005) highlights the private security profession involves both the status of authority and the inherent responsibilities of such authority. As the industry has increased its reach into more aspects of public life, so has the public demand for regulation of those employed as security personnel. Most states throughout the nation have implemented minimal standards as a means of narrowing the field of employment to the most qualified applicants. Nemeth (2005) highlights a few of the most common standards for licensing or employment:

• Age: In most states, applicants must be a minimum of 18 years to serve as an unarmed guard and 21 years to serve as an armed security professional. States such as Delaware mandate that applicants must be 25 years to serve as an armed security professional.
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