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Recruitment and Retention
The A.S.A.P. management team has decades of proven experience and successful results in the recruitment, identification, selection, development, retention, and leadership of individuals and teams in the security industry. Our experience has enabled us to know what works and what doesn’t work. The A.S.A.P. recruitment and selection process is targeted, detailed, and thorough. Our goal is to hire, develop, and retain employees who want to build a career in private security. Based on the strength of our competitive compensation, professional development programs, and advancement opportunities, we are able to attract quality employees who might not traditionally consider the security industry as a career path. Applicants are screened to assess whether they fit that profile and whether they feel committed to this goal.
Our recruitment and selection process extends well beyond basic technical requirements; key determining factors in the initial selection process, in addition to experience, are the applicant’s attitude, aptitude, and orientation to customer service. As a second level of screening, applicants meet face-to-face with a member of the management team who reviews their work history and asks behaviour-based questions. A written aptitude test is another stage. We assess and compare each prospective employee’s perspectives and positions in relation to our corporate values and beliefs to gauge their fit with our operating culture. Finally, potential employees undergo background and reference checks.
The detailed steps of our recruitment and selection process consists of:
- Telephone pre-screening
- Email question and answer
- Group presentation and overview
- Personal one-on-one interview
- Aptitude testing
- Personality, honesty and psychological assessments
- Discussion of A.S.A.P’s corporate values and operating culture
- Employment verification and professional references check
- Character reference checks
- Verification of social insurance number and residential history
- Criminal background investigations
- Educational requirements and verification
In addition to this process, A.S.A.P. also verifies motor vehicle driving records, credit history, citizenship, and law enforcement or military history when applicable.
This thorough evaluation process ensures that we not only hire the best qualified candidates for employment but also match the right person to each unique assignment based on personality traits and technical skills.
Once hired, employees pursue the A.S.A.P. Academy training program. We take great pride in delivering quality services, and that commitment is evident in the character of our employees.
Retaining quality employees is the key to providing continuity of services at client sites. To that end, A.S.A.P. pays its personnel a competitive starting wage and places much attention on developing performance skills. From orientation to online training to onsite training, A.S.A.P. strives to provide its personnel with the knowledge and capability to build a rewarding career.