How to screen a security officer

Must-haves to check first

Decide these before you advertise. Keep the list short - every extra requirement narrows your pool.

• Valid SIA licence for the activity where one is required - such as security guarding, door supervision, public space surveillance (CCTV) or close protection Possible knock-out
• Availability for your shift pattern, including nights Possible knock-out
• Security screening to BS 7858 (identity, employment history, criminal record, financial and right-to-work checks) - normally after a conditional offer and before deployment Nice to have

7 questions to ask every security officer applicant

Ask everyone the same core questions, in the same order, and follow up where their CV leaves a gap. That's what makes a screen fair and comparable.

1. Which SIA licence do you hold, and when does it expire?Listen for: The right licence type for the role. Check it on the SIA public register.
2. What sites have you worked on - retail, corporate, events, construction, door?Listen for: Experience that matches the site.
3. Which shifts can you work, including nights and 12-hour shifts?Listen for: A clear pattern.
4. How would you deal with someone who refuses to leave the premises?Listen for: Talks first, stays calm, calls for back-up or the police, and knows any force must be reasonable and a last resort.
5. Tell me about an incident you handled and how you reported it.Listen for: Clear, factual reporting and following procedure.
6. How do you stay alert on a quiet night shift?Listen for: Regular patrols, checks and routines.
7. Are you happy to go through BS 7858 security screening?Listen for: A clear yes - it covers identity, employment history and other checks, normally after a conditional offer.

What not to ask

And for every role, avoid asking about:

• Age or date of birth - unless the law sets a minimum age for the task
• Health, sickness record or disability before a job offer (Equality Act 2010, section 60). The narrow exceptions include asking about adjustments for the recruitment process, and whether someone can carry out a task that is intrinsic to the job - ask about the task, not the condition
• Pregnancy, children, childcare or plans to start a family
• Nationality or "where are you from?" - instead, ask every applicant whether they have the right to work in the UK, and check documents before they start
• Religion, sexual orientation, marital or civil partnership status, or gender reassignment

More on this in AI screening and UK law.

Screening security officers at volume

If you get more security officers applicants than your team can phone, the questions above are only fair if everyone gets asked them. BeCareers asks every applicant about your must-haves and these questions in a short conversation - in their own language, at any time of day - and gives you the transcript and a summary. You decide who to interview.