Learning Objectives
By the end of this lesson, trainees will be able to:
Communicate selection outcomes professionally to HR and management.
Identify key factors used to determine whether a screened candidate is a good fit for a specific RSS role.
Evaluate candidate readiness using compliance, experience, and reliability benchmarks.
Document selection decisions clearly in the Recruiting Tracker.
Lesson Content
1. What “Fit” Means at RSS
“Fit” is not just about a candidate looking good on paper. For RSS, fit means:
- The candidate meets compliance requirements (licensing, guard card, certifications, background check).
- They have relevant experience for the post (event, patrol, corporate, EP).
- They have demonstrated reliability (availability, punctuality, attitude during screening).
- They understand RSS’s professional standards and culture (communication, respect, accountability).
A candidate can have years of experience but still be a poor fit if they can’t follow site procedures or maintain professionalism under pressure.
2. Evaluating the Four Fit Factors
| Fit Factor | What to Look For | Common Red Flags |
|---|---|---|
| Compliance | Consistent communication, prompt replies, and attendance at interviews/orientation | Missing or expired guard card, pending drug screen, incomplete I-9/W-4 |
| Experience | Relevant to the assigned role (event, patrol, EP, admin) | Overstated or irrelevant experience, can’t explain past duties clearly |
| Reliability | Consistent communication, prompt replies, attendance at interviews/orientation | No-shows, late responses, scheduling conflicts |
| Professionalism | Respectful tone, appropriate dress, follows instructions | Casual or defensive attitude, disregard for rules, negative comments about prior employers |
✅ RSS standard: A candidate should score positively on at least three out of four fit factors to move forward.
3. Using Candidate Evaluation Notes
During or after screening, recruiters must document impressions in tracker notes. Example entries:
Strong Fit Example:
“Excellent communication during interview. Guard card verified and current. Available for weekend shifts. Professional demeanor — recommended for event post.”
Borderline Fit Example:
“Good experience but hesitant about working late-night shifts. License current. Recommend for patrol sub-list, not event team.”
Not a Fit Example:
“License expired. Limited availability. Late to interview without notice. Not recommended for future opportunities.”
Each note gives HR and management the context to approve or decline candidates quickly — no guesswork.
4. The Selection Decision Process
- Review Compliance: Confirm documents in a tracker or digital folder.
- Evaluate Interview & Screening Results: Review notes, attendance, tone, responses.
- Check Availability: Cross-reference candidate schedule with event or client timeline.
- Determine Placement Type: Full-time, part-time, temporary (event).
- Update Tracker: Mark as Advance to Onboarding, Hold for Future Openings, or Reject.
- Notify HR: Forward selected candidates to HR for verification and onboarding instructions.
5. Communicating Selection Decisions
To HR or Management:
Provide clear justification — HR should not have to re-screen.
Example email to HR:
Subject: Candidate Selection – Event Security (Anaheim Convention)
“Hi [HR Name],
Please move forward with onboarding for [Candidate Name]. Guard card verified, strong event security background, available July 6–15. References confirmed. Tracker updated under July Event tab.
Best,
[Your Name]”
To Candidate (Selected):
“Congratulations! RSS would like to move forward with you for [position]. HR will contact you regarding next steps for onboarding and scheduling.”
To Candidate (Not Selected):
“Thank you for your interest in joining RSS. We appreciate your time and will keep your information on file for future opportunities that align with your experience.”
6. Common Mistakes to Avoid
- Failing to document rationale: “Good candidate” isn’t enough.
- Advancing incomplete files: If HR finds missing documents, onboarding stalls.
- Letting personal bias override evidence: Stick to objective fit factors.
- Neglecting to close the loop: Candidates left without communication may bad-mouth RSS online — always respond.
Activity / Deliverable
Trainees will review 3 mock candidate profiles (provided separately) and:
- Evaluate each candidate based on the 4 fit factors.
- Decide whether to Advance, Hold, or Reject.
- Write one tracker-style note per candidate explaining the decision.
RSS Mock Candidate Profiles – Lesson Activity
Candidate #1: Jordan Miles
Role Applied For: Event Security Guard (Anaheim Convention Center)
Availability: July 6–15, all shifts
Experience:
- 3 years with Allied Universal – unarmed event security
- 1 year as site patrol for a retail plaza
- Comfortable working large venues and high-traffic crowds
Licenses/Certifications:
- California Guard Card (expires 12/2025)
- First Aid / CPR certified
- No firearm permit (unarmed only)
Interview Notes:
- Arrived early and dressed in uniform-ready attire
- Professional communication, clear and concise answers
- Mentioned previous supervisor described them as “dependable and calm under pressure”
- Owns vehicle for transport
Red Flags:
- None significant — one minor typo in application
Additional Notes:
- Emailed thank-you note within 24 hours of interview
Candidate #2: Crystal Vega
Role Applied For: Corporate Lobby Officer (Downtown L.A.)
Availability: Weekdays, 7am–3pm
Experience:
- 6 months as front desk concierge in residential building
- 2 years retail customer service
- No prior corporate or security site experience
Licenses/Certifications:
- Pending guard card renewal (expired 8/2024)
- No CPR certification
- Background check pending
Interview Notes:
- Friendly and personable but appeared nervous
- Struggled to explain role of lobby officer in access control context
- Dressed professionally
- Checked phone twice during interview when notifications buzzed
Red Flags:
- Guard card expired
- Unfamiliar with basic visitor management software
Additional Notes:
- Asked if RSS “pays every Friday” multiple times during call
Candidate #3: Deshawn Carter
Role Applied For: Patrol Guard (Commercial Property)
Availability: Nights and weekends
Experience:
- 8 years combined:
- 5 years armed patrol (retail/commercial)
- 3 years unarmed event and site security
- Experienced with CCTV and mobile patrol reporting apps
Licenses/Certifications:
- Guard Card (valid)
- Exposed Firearm Permit (valid)
- Baton Permit (expired)
- Driver’s license suspended (DUI, pending reinstatement 2026)
Interview Notes:
- Spoke confidently, strong command presence
- Admitted to “having some issues with the DMV,” but stated, “I can still get a ride.”
- Emphasized ability to train junior guards and lead site patrols
- Referred to RSS as “you guys” instead of “we”
Red Flags:
- Suspended driver’s license (patrol position requires vehicle operation)
- Slightly defensive when asked about DUI
Additional Notes:
- Excellent technical and leadership background, but legal limitation affects role eligibility