The security industry is a people industry. We therefore place great emphasis on attracting and retaining loyal, high quality staff.

Our staff selection process conforms to industry body minimum standard and BS 7858: 1998 'Code of Practice for Security Screening of Personnel Employed in a Security Environment'.

In offering above average pay rates as well as a variety of benefits for our staff, we are able to attract and select applicants of the highest calibre. These individuals, having been selected, are subsequently trained to industry standard and beyond.

All our personnel receive paid holidays and sickness leave, all uniforms and wet weather clothing (if applicable), insurance (death in service and disablement) and a medical examination (if required).

Judicious and caring management of our staff means we continue to retain loyal employees. This helps us to provide a superior service, as the experience of our staff and their awareness of specific client needs grows with time. Naturally we have fully trained back-up personnel on standby to provide continuity of service in any eventuality.

Our personnel policy specifically includes a provision for equal opportunity regardless of sex, ethnic origin or religious background.

Recruitment Policy
We believe the genuine incentives offered by City Security Services to suitable candidates are key to successful recruitment. These incentives include a realistic pay structure and benefits, proper training and excellent career development and promotional aspects.

Our aim is to attract, retain, develop and motivate a high calibre of employee, thus creating the stability and enthusiasm that we feel is necessary to help us supply our clients with the quality of service we pride ourselves in providing.

Selection
To assist us with efficient on-site staff allocation, for each site we develop a comprehensive profile of requirements which is taken into account when choosing on-site officers for a specific site.

Honesty, integrity, competence, common sense and good communication skills are essential attributes of a City Security Services officer. As is attention to detail, and dressing at all times in smart, cleanly attire.

All applicants are subjected to strict and thorough interview procedures, which clearly determine the strengths and weaknesses of each individual. This process provides us with a sound adjudication as to the their suitability for employment in our organisation.

Vetting
City Security Services vetting procedures comply fully with BS 7858: 1998 'Code of Practice for Security Screening of Personnel Employed in a Security Environment'. We are aware that the employment of honest, reliable staff forms the bedrock of the service that we supply.

Our vetting procedures are as follows:

1. The candidate completes an application form, which purpose is to show the applicant's educational and employment background.

2. The first interview constitutes an assessment of the applicant's suitability for employment with City Security Services and a verification of the details supplied on the application form.

3. Provided the candidate is found suitable for employment, he/she will be invited to attend a second interview. Here we will assess the applicant's suitability for a particular site.

4. If the previous stages have been completed successfully, the candidate will be vetted back over a minimum period of five years. The initial vetting stage covers the applicant's employment history and is conducted over the telephone. This initial vetting is later confirmed in writing.

5. The applicant, if selected, and after successfully passing five years telephone vetting, will then progress onto training.

 

6. At this point vetting for a minimum of a further five years is undertaken, with an added requirement of written confirmation of references. The time taken to complete vetting and confirmation will not exceed 16 weeks.

7. If vetting cannot be successfully completed within the 16-week period the employee is considered unsuitable and is dismissed.

8. Although employment references may initially be taken up by telephone, all references for the minimum of 10 years are always fully confirmed in writing. The above vetting procedures are carried out regardless of the applicant's previous employment.

Whilst we take the utmost care in selecting, training and employing the best of people, we are always open to input and suggestions from our clients, whatever the stage of the personnel process.