Therefore, while police and military organizations provide fertile recruitment areas, job announcements must make explicitly clear than no level of previous professional experience in either field necessarily qualifies any applicant for the position. Naturally, candidates for management of this department must be carefully selected to avoid individuals with any biases in that regard in either direction (Dalton, 2003).
Access Control Security Specialists
Candidates for access control security responsibilities may also benefit from previous police or military experience but recruitment initiatives should be broad enough so as not to exclude potentially qualified candidates with extensive experience in other fields that provide training in the operation of high-tech access control equipment (
). In that regard, recruitment initiatives should include senior airport security screeners and individuals working in varied organizations where access control via high-tech systems is a primary responsibility. In all cases, recruitment initiatives must make explicitly clear than hiring decisions are made through a comprehensive review of all elements of application materials and never based on specific previous experience or expertise.
IT Specialists and IT Security Specialists
This may be the trickiest area of recruitment because effective corporate security in modern organizations requires dedicated IT professionals who are generalists, dedicated IT professionals who are security specialists, and IT managers who function effectively as liaisons between those two groups as well as between the IT department and the...
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