Aim: Ensuring a quality workforce has been an increasingly difficult task for companies providing live security services for years. The lack of a skilled workforce today is forcing property protection companies to change paradigms in the field of recruitment and training. In this article, our aim is to provide insight into the technique of modern force protection suitability testing.
Methodology: A recruitment methodology is needed to find and address the right candidates. In our current article, we intend to address the post-recruitment apptitude test. Comparison of job requirement, expectations and roles is the base of our methodology. The data set obtained in the field of work was used in the research. During the apptitude test, we must make sure that the candidates really have the skills that will enable them to perform the tasks expected of them in the course of their job.
Findings: The Property Protection Act does not specify mandatory regulations for each property protection task. All security companies involved in the property protection working with manpower must develop expectations together with the client. However, the knowledge, skills and conditions required to performe must be shaped by the security firm.
Value: We find it important to note that different positions require different skills and knowledge from candidates. The recruiter should be aware of the positions they are offering. Taking all these factors into account, a complex multi-factor aptitude test must be developed, which guarantees an effective workforce for the property protection organization.