When recruiting security guards for a security company, designate one person to be in charge of each of the following tasks: receiving documents, reviewing them, conducting initial interviews, and conducting final interviews. If the company is small, the same person can handle all of these tasks, but each step should still have clear completion conditions.
Let's start with the deliverables of this job.
This position involves night shifts, patrols, and handling unusual reports. Before opening the position, we should discuss the job qualifications and training, night shift hours, and reports clearly, confirming which items require pre-employment training and which can be arranged. Different tasks or shifts need to be explained separately.
Weekly Schedule Example
- At the beginning of the week, the hiring manager confirms the tasks, time, location, and compensation scope, and the administration organizes the received resumes.
- During the week, review resume analysis and original data to clarify any gaps in information regarding relevant experience, training records, and handover methods.
- After review, a preliminary test invitation will be issued, specifying the number of questions, the deadline, and the contact information for handling difficulties.
- Once the candidates are selected, the supervisor will review the report and decide whether to conduct an interview or conduct a supplementary selection; the next steps will be communicated simultaneously.
This is a scheduling example, which can be adjusted according to the candidate's schedule. Each invitation should have a response window; there's no need to wait until the weekend to handle ad-hoc issues.
How do supervisors and administrators hand over responsibilities?
Administrative staff are responsible for tracking the status of received documents and notifications; supervisors assess the evidence and necessary conditions for work. When professional competence requires practical experience or completed projects to be confirmed, qualified personnel are assigned to assist.
For security guards from security companies, this simulation exercise can be used in subsequent interviews: Given a fictional incident of abnormality during a patrol, please write a handover record. When reviewing, pay attention to distinguishing between what was seen firsthand and speculation, noting the time and place, explaining who was notified and the tasks to be completed.
What adjustments are needed after the first round?
If multiple people have different understandings of job qualifications and training, first clarify the full-time vacancy; if the issue is stuck because the supervisor hasn't responded, reserve a fixed review period. Using tools can help organize information, but the company still needs to complete communication and make hiring decisions.
The next step can be to refer to the three-step process from resume to interview for small and medium-sized enterprises without human resources .
Explore the interview system plan for SMEs
The MIND Interview plan for SMEs costs NT$3,000 for six months and includes 50 resume analyses and 15 AI interviews in total over six months. It helps you screen resumes, conduct first-round interviews online and organize reports. Your company reviews the results and makes the hiring decision.
Once you have prepared the job openings, the expected number of resumes, and the number of interviewees, you can confirm with the team whether the plan is suitable and how to start using it.
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Without a dedicated HR department, who is responsible for the initial screening and review of the security guards at the security company?
This can be handled by the boss or the person in charge, with administrative assistance for data compilation and notification. Professional tasks should be assigned to individuals capable of assessing this skill level.
After the initial interview for a security guard at a security company, how can one supplement evidence of their work ability?
Given a fictional incident of an anomaly during an inspection, please write a handover record. The key points are to distinguish between firsthand observation and speculation, record the time and location, specify who was notified and the tasks to be completed. The company will arrange and review this record; the initial summary will not be considered the final hiring decision.