Companies that need security guards for hire must take the proper procedures to hire an honest, dedicated, and qualified security guard, which takes more thought than most occupations. After all, in the security profession, one misstep might result in the loss of life.

The basic goal of Guardian Booth is to defend those who protect you. We give security guards with a safe station so they can do their tasks properly, which is to protect you and your staff. Working with so many security firms over the years has taught us a lot about what makes a good security officer and how to hire the proper individual for the job.

“Our booths provide guards with a full 360-degree view, tinted glass, and a pleasant and waterproof location to stand.”

This book will show you how to employ a close protection officer and will cover all you need to know about selecting a qualified guard, from initial interviews to saying “you’re hired.”

Background Investigation

The major objective for conducting a background check is to guarantee that the candidate has no criminal history. While background checks might be costly, they are an important part in the hiring process for security guards. If you hire a security guard with a criminal history, you may be held accountable if the person commits a crime while on duty for your firm.

In a similar vein, unethical behavior is a major factor for a security guard. Running a credit check is one technique to assess ethical behavior, particularly if the guard will be handling cash. You can be sure your applicant isn’t in financial trouble this way.

Technological Knowledge Is Important

Technology, like every other business, has changed how people handle and think about security. Security guard certification necessitates a new skill set that includes computer use, video recording, smartphone technology, closed-circuit television cameras, and security guard reporting software.

You’ll need a security guard who can jump right in and use these instruments with little training. Using an aptitude test tool that fits with the software you use is the best approach to test for technological aptitude.

Ethical Behavior and Interpersonal Skills

Not only will the correct person pass a background check and a technological aptitude test, but they will also demonstrate problem-solving abilities, be vigilant, have sound judgment, and know how to respond in an emergency. A mix of open-ended and scenario-based questions can assist determine what the applicant will do in various situations. For example, inquire about the applicant’s prior job’s normal method for allowing access. The answer will demonstrate how well they understand and follow corporate policies. Because documentation and observation are such an important component of a security officer’s job, good guards must have excellent interpersonal and writing abilities. Certain characteristics can be addressed with a quick writing exam.

To test for inconsistencies, take notes on how the applicant interacts with you and your team on the day of the interview. For example, if a possible recruit claims to always allow customers or visitors speak first at the company, but dominates the conversation during your interview, that could be a red flag. Rude or unprofessional behavior is never acceptable.

Using an Agency vs. Direct Hiring

The two most popular methods for hiring a security guard are through a security agency or directly. Each has advantages and disadvantages for both you and the applicant. The more you know about the advantages and disadvantages of contract security vs. in-house security, the better equipped you will be to maximize the benefits of both solutions.


The fact that a security guard organization conducts background checks on applicants is a huge advantage. This will save you time and money. The agency may also perform a character investigation. A character investigation is used to look into an applicant’s honesty, loyalty, and integrity. Aside from character examinations, most agencies have stringent medical criteria. Applicants may be required to pass a physical agility test, a semi-annual weapons qualifications test, a random urine exam, or the wearing of personal protective equipment, such as bullet proof vests.

Due to the availability of employment and the chance of a full-time or direct-hire position in the future, security guards working through agencies tend to accept a lower rate of compensation. In certain ways, this might be a source of concern. While an agency security guard may be less expensive, they may not be as dedicated or experienced as a direct employee.

The following are some examples of agencies and their descriptions:

Off-Duty Officers: Provides armed off-duty police officers and unarmed security officers, both in uniform and in plainclothes, to service clients around the country who demand the best possible protection for their material/human assets and resources.

Walden Security provides contract security services to hundreds of commercial properties and facilities, including some of the world’s most prestigious commercial real estate firms, Fortune 1000 and other globally recognized organizations, reputable healthcare and research institutions, exclusive residential communities, mixed-use developments, and more.

United American Security: Provides professionally trained security guards and guard services to the warehouse, distribution, transportation, manufacturing, petrochemical, corporate, and distillery industries in 18 states for long and short-term security needs.

Whelan Security: Throughout the United States, Whelan Security provides professional security services to corporate headquarters, commercial real estate properties, financial institutions, educational campuses, healthcare facilities, manufacturing and industrial facilities, retail shopping centers, residential communities, and sensitive government facilities.

Direct Hiring:

The long-term advantage of hiring a security guard as a direct hire is that they will be more committed to your company. There’s also more control and privacy in the vetting process, allowing you to adapt the background check to your company’s specific needs. The good news is that, while direct recruits may be more expensive in terms of background checks and perks, you won’t have to pay an agency a finder’s fee. Depending on whether you want an armed or unarmed security guard and how much experience you need, you may expect to pay between $15 and $25 per hour straight to the security officers for hire, with no additional agency costs.

Direct hiring has the disadvantage of taking longer. This is due to the fact that the procedure is not as streamlined as it is with an agency, and there are less applications. You should advertise the position on your company’s website and share it with job search websites to find a security guard without employing an agency. The most significant downside of employing directly is that you are entirely exposed and liable for all regulatory and compliance-related paperwork. It also means that you accept full responsibility if an issue arises that could have been avoided with a more thorough vetting process.

However, if your company has many locations or a huge facility that requires multiple security guards, you may want to consider forming your own security department. Someone having executive expertise at a private security business or experience as a Director of Security at a company with a large security department should lead such a department. Because of this person’s experience, you’ll be able to conduct a thorough vetting process and provide ongoing training while still reaping the benefits of employing directly.


Any selection process has advantages and disadvantages, the scale of which is largely determined by the demands of the company. The priorities are the same regardless of the method used to hire security guards: identify a security guard with a clean background check and good technology abilities, writing, interpersonal skills, and ethics. Use this advice as a guide to help you establish the best strategy for hiring the best security guard for your needs.