Lesson Purpose
This lesson teaches trainees how to screen candidates effectively so RSS only advances qualified people who reflect the company’s standards. Screening isn’t just about “checking a box” — it’s about protecting RSS’s reputation, ensuring client trust, and saving time for both recruiters and supervisors.
1. What is Screening?
Screening is the process of filtering applicants to determine whether they meet the requirements for the role before they move forward. At RSS, screening must balance speed (to fill shifts quickly) with quality (ensuring the guard or staff member represents RSS well on site).
2. Why Screening Matters at RSS
- Protects client trust: A bad hire on a security post can damage contracts and reputation.
- Saves resources: Prevents wasting time onboarding someone who isn’t a fit.
- Supports compliance: Screening helps meet legal requirements (background checks, licensing, right-to-work, etc.).
- Ensures safety: Guards and staff are often in high-stakes environments — screening ensures reliability.
3. Core Screening Questions
When reviewing an applicant, RSS recruiters ask:
- Qualifications: Does the candidate have the required license/certification for the role?
- Availability: Can they actually work the shifts/locations needed?
- Reliability: Do they have a track record of showing up on time, staying through, and following rules?
- Fit for the role: Event security, patrol, executive protection, or admin — does their skillset match?
- Professionalism: Will they represent RSS well to clients and the public?
4. Screening Methods Used at RSS
- Application review (licenses, work history, certifications)
- Phone/video pre-screen (basic fit, professionalism check)
- Background check (if applicable per role and law)
- Reference checks (optional for certain posts)
- Behavioral interview questions (“Tell me about a time when…”)
5. Red Flags to Watch For
- Incomplete or vague job history
- License or certification gaps
- Poor communication during the phone screen
- Negative or inconsistent references
- Over-promising availability or avoiding direct answers
6. Case Examples
Case Example 1: Event Security
A candidate applies for an event security role:
- The application says licensed guard, but the license expired last month.
- In the phone screen, the candidate struggles to answer why they left their last job.
- They insist they’re “available anytime,” but when pressed, admit they can’t work evenings.
This is a bad screening outcome — advancing them wastes recruiter and supervisor time and risks a no-show at an event.
Case Example 2: Patrol Security
Candidate has strong guard card credentials and past patrol experience.
- On the phone screen, they admit they “don’t like working alone at night,” but most RSS patrol shifts are solo, overnight.
- Screening outcome: Do not advance. Candidate’s personal limits conflict with patrol job requirements.
Case Example 3: Event Security (Large Event)
Applicant has event guard experience at concerts.
- Background check shows multiple tardy/no-show complaints with prior employer.
- References say “good guard, but unreliable.”
- Screening outcome: High risk. Reliability issues are disqualifying for high-volume events.
Case Example 4: Executive Protection (EP)
The candidate has a prior law enforcement background, says they want EP work.
- Resume is solid, but in the phone screen, they disclose they have no EP training, only patrol.
- When asked about discretion/confidentiality, they laugh and say, “I tell my family everything.”
- Screening outcome: Reject. EP requires specialized training and discretion.
Case Example 5: Corporate Staff (Admin Support)
Applicant has a polished resume with scheduling and payroll software listed.
- During the screen, they confidently walk through how they’ve handled clock-in/out systems.
- They ask smart questions about RSS’s timekeeping procedures.
- Screening outcome: Advance. Candidate shows skills, initiative, and professionalism.
Case Example 6: Temporary Event Staff (1-day hire)
Candidate is eager, says they’re available for “anything.”
- Resume shows mostly food service and retail, with no security experience.
- They don’t have a guard card but insist they can “fake it for one day.”
- Screening outcome: Reject. RSS cannot risk unlicensed or untrained staff on posts.
Case Example 7: Remote Recruiter (Support Role)
The candidate has a recruiting background, but only in hospitality.
- On the phone screen, they demonstrate how they source using LinkedIn and job boards.
- When asked about security industry knowledge, they admit “none,” but show curiosity and ask detailed questions.
- Screening outcome: Advance with caution. Good skills, needs RSS-specific training.
Case Example 8: Supervisor Candidate
The candidate has 7 years of experience supervising guards.
- The application looks excellent, but references say they often clashed with upper management and ignored policies.
- In phone screen, they dismiss the importance of harassment training, saying, “That’s just common sense.”
- Screening outcome: Reject. Supervisors set tone; this candidate would be a liability.
7. Activity (Interactive Exercise)
Scenario: You’re screening a candidate for a corporate admin support role. Their resume looks good, but in a phone screen, they:
- Answer questions with one-word responses.
- Don’t know basic scheduling software.
- Are vague about why they left their last employer.
Question: Would you advance this candidate? Why or why not?
8. Key Takeaways
Advancing the wrong candidate hurts everyone — the recruiter, the supervisors, the client, and RSS’s reputation.
Screening is about filtering for quality and saving resources.
RSS should always screen for qualifications, reliability, fit, and professionalism.