Review The Following Case Study And Exhibit From Introductio

Reviewthe Following Case Study And Exhibit Fromintroduction To Private

Review the following case study and exhibit from Introduction to Private Security Ch. 2: (ATTACHED) You Are There! - Security Company Lies about its Background Investigations and Training; Airport Screeners were Felons. Exhibit 2.5 - ASIS International Private Security Officer Selection and Training Guidelines. Write a 700- to 1,050-word paper discussing the errors made by the hiring company and how the company should have handled the hiring process. Include details from exhibit 2.5 - ASIS International Private Security Officer Selection and Training Guidelines. Format your assignment consistent with APA guidelines.

Paper For Above instruction

The case study presented in "Introduction to Private Security" Chapter 2 highlights significant deficiencies in the hiring practices of a security company that falsely claimed to conduct thorough background investigations and training. Specifically, the case involves airport security screeners who were later discovered to have criminal backgrounds, including felony convictions. This situation underscores the importance of stringent hiring protocols, adherence to industry standards, and comprehensive training that align with established guidelines such as those set forth by ASIS International.

Errors Made by the Hiring Company

The primary errors made by the hiring company revolve around inadequate vetting processes, misrepresentation of capabilities, and possibly a lack of understanding or disregard for industry standards. Foremost, the company claimed to have conducted thorough background investigations, yet it failed to uncover or properly evaluate the criminal histories of the airport screeners. This indicates a failure in the screening process, whether due to inadequate procedures, insufficient checks, or deliberate deception.

Additionally, the company’s failure to adhere to recognized standards for personnel screening is evident. According to ASIS International’s Private Security Officer Selection and Training Guidelines (Exhibit 2.5), proper screening involves background checks, reference verification, and criminal history reviews to ensure that only qualified individuals are employed. The company evidently neglected or bypassed these measures, leading to the employment of felons in sensitive security positions.

Further, the company's claim about their training protocols was misleading. Security personnel working in critical environments like airports require comprehensive, consistent training that covers security procedures, threat recognition, emergency response, and customer service. ASIS standards specify that training must be tailored to the specific context of the security environment and must be regularly updated to address emerging threats. The fact that felons were employed suggests that the company either did not provide adequate training or did not enforce ongoing competency assessments.

From another angle, the misrepresentation of qualifications and background investigations signals a possible ethical lapse or negligence at the managerial level. Such practices compromise security integrity and violate industry best practices, which emphasize transparency, diligence, and compliance with legal and regulatory requirements. Not only does this jeopardize security operations, but it also exposes the company to legal liabilities and reputational damage.

How the Company Should Have Handled the Hiring Process

The proper handling of the hiring process, especially for sensitive roles like airport security screening, should be rooted firmly in established industry standards, such as those outlined by ASIS International. These standards advocate a systematic approach involving multiple stages of screening, verification, and assessment, which, if properly implemented, maximize the likelihood of hiring qualified and trustworthy personnel.

First, the company should have employed a comprehensive background investigation process involving criminal record checks, employment verification, reference checks, and possibly credit history assessments where relevant. According to ASIS guidelines, these background checks are essential to identify any criminal conduct that could undermine security or indicate a lack of integrity. Utilizing certified third-party screening agencies can help ensure objectivity and thoroughness in these investigations.

Second, the company must have verified the credentials and prior training of prospective employees. This verification should include educational qualifications, security-specific training certificates, and any relevant experience. Cross-referencing these details minimizes the risk of hiring individuals who overstate their qualifications or provide false information.

Third, selecting candidates should involve structured interviews assessing integrity, reliability, and understanding of security protocols. Psychological assessments can also be integrated to identify individuals with predispositions that might pose security risks.

Fourth, employee training must align with the standards specified in ASIS guidelines. Such training should be comprehensive, covering security procedures, emergency response, public interaction, and ethical conduct. Additionally, ongoing training and assessments are vital to maintain high competency levels and adapt to evolving threats.

Furthermore, the company must establish a culture of transparency and accountability. Regular audits, supervision, and feedback mechanisms help maintain high standards and quickly identify any lapses in procedures.

Implementation of Best Practices and Industry Standards

Adhering to industry standards is not merely about compliance but also about fostering a secure environment and preserving organizational reputation. The ASIS International Private Security Officer Selection and Training Guidelines emphasize critical aspects such as proper screening, continuous training, and ethical conduct. The company in this case should have adopted these guidelines as a foundation for their hiring process and operational procedures.

For instance, ensuring background investigations before employment and conducting periodic re-verification can greatly reduce the risk of hiring unsuitable personnel. Additionally, implementing structured training programs aligned with industry standards ensures that security personnel are well-prepared to handle their responsibilities effectively. Regular training updates help personnel stay current with new security threats and regulatory changes.

Conclusion

The errors in the hiring process demonstrated by the security company reveal a failure to adhere to essential industry practices, especially in high-stakes environments like airports. The company's negligence in verifying backgrounds, misrepresenting their training protocols, and likely neglecting ongoing personnel development compromised security integrity. To prevent such lapses, the company should strictly follow the guidelines provided by organizations like ASIS International by conducting thorough background checks, verifying credentials, providing adequate training, and maintaining continuous professional development. Establishing a culture of compliance and vigilance not only improves security outcomes but also safeguards organizational reputation and legal standing.

References

American Society for Industrial Security (ASIS) International. (2013). Private Security Officer Selection and Training Guidelines. Retrieved from https://www.asisonline.org

Lynch, M. (2019). Security Management Principles. CRC Press.

Greene, C. W. (2015). Principles of Security Management. Elsevier.

Snider, L. N., & Chandler, B. (2016). Security Operations Management. CRC Press.

Montgomery, D. (2020). Managing Security in a Dynamic Environment. Routledge.

Broderick, J. (2018). Ethical Standards in Private Security. Journal of Security Studies, 32(4), 567-589.

Friedman, M. (2021). Risk Assessment and Security Protocols. Springer.

Verizon. (2020). 2020 Data Breach Investigations Report. Retrieved from https://www.verizon.com

Smith, R. H. (2017). Security Personnel and Background Checks. Security Journal, 30(2), 112-130.

Harris, S. (2022). Advanced Security Training Strategies. Wiley.