Security personnel are often entrusted with access to private facilities, valuable assets, and sensitive information. A gap in your screening process can expose your organisation and its clients to risks that are difficult to manage after deployment.
For security companies recruiting guards, supervisors, control room operators, or close protection personnel, verifying candidate information should be part of the recruitment process.
However, the checks required may differ depending on the position. So, what background screening services should your organisation consider, and how do you choose the right verification provider?
Background Checks Security Companies Should Consider
The screening process should reflect the responsibilities of each role. Here are some checks security companies may need to include.
Identity Verification
Identity verification confirms that a candidate is who they claim to be. It involves checking personal details and available identity documents against appropriate records.
This helps identify inconsistencies such as mismatched names, incorrect personal information or questionable identity documents.
Criminal Record Checks
Criminal record checks help establish whether relevant criminal records exist for a candidate, subject to applicable laws and available records.
This is particularly relevant for positions involving access to restricted facilities, valuable assets or sensitive locations. Any findings should be assessed in context and in accordance with applicable employment and data protection requirements.
Employment History Verification
A candidate's previous work experience can provide useful information about their professional background.
Employment verification helps confirm previous employers, job titles, and employment dates. For security companies, this can help establish whether a candidate has the experience they claim, particularly when recruiting for supervisory or specialised positions.
Education and Professional Qualifications
Some security positions require specific training, certifications or professional qualifications.
Verification helps confirm that the certificates and credentials presented by candidates are genuine. This is particularly useful when recruiting personnel for specialised security assignments.
Reference Checks
Reference checks help employers obtain information about a candidate's previous professional conduct and work experience.
For security roles, employers may use references to establish whether a candidate has demonstrated reliability and professionalism in previous positions.
Guarantor Verification
Where an organisation requires guarantors as part of its recruitment process, verifying their details helps establish that the nominated individual exists, can be contacted and has agreed to act as a guarantor.
It also helps identify inaccurate information or details submitted without the person's knowledge.
Screening Requirements for Different Security Roles
Applying identical screening requirements to every position may not be appropriate. The level of access, responsibility, and potential risk associated with a role should inform the checks conducted.
Security role | Screening considerations |
Security guards and patrol officers | Identity, criminal record, employment history and references |
Close protection personnel | Identity, relevant experience, qualifications, criminal record and references |
Security supervisors and managers | Identity, employment history, qualifications, references and relevant criminal record checks |
Control room and surveillance operators | Identity, employment history, references and other checks appropriate to their access responsibilities |
Personnel assigned to restricted facilities | Screening based on the facility's access requirements and the responsibilities of the position |
These are screening considerations, not fixed requirements for every employer. Your organisation should determine the appropriate checks based on the role, client requirements and applicable regulations.
What to Look for in a Background Screening Provider
Once your screening requirements are established, the next decision is choosing a provider that can carry them out reliably.
Here are some factors to assess before making that decision.
Verification methods and sources
Ask how the provider verifies information and which sources it uses. A credible screening process should be based on appropriate verification methods rather than simply accepting documents submitted by candidates.
Range of verification services
Find out whether the provider can handle the different checks your organisation requires. This matters when screening candidates across several security roles with different responsibilities.
Handling of discrepancies
Not every verification request will produce a straightforward result. Ask how the provider handles conflicting information, unavailable records and cases where a candidate's claims cannot be confirmed.
Reporting quality
Verification reports should clearly show which checks were conducted, their outcomes, outstanding requests and any discrepancies requiring further review. This allows your HR and operations teams to make informed decisions.
Data protection and confidentiality
Background screening involves personal information. Your provider should have appropriate processes for handling candidate data in line with the Nigeria Data Protection Act 2023 and other applicable requirements.
Operational capacity
If your organisation recruits regularly or manages several client assignments, assess whether the provider can support your expected screening volume and communicate progress throughout the process.
Why Choose 360 Verify for Background Screening?
360 Verify helps organisations make more informed hiring decisions by verifying the information candidates provide during recruitment.
Our screening services cover identity, education and professional qualifications, employment history, criminal record checks, references, guarantor verification and financial checks where lawful, necessary and proportionate.
For security companies, the appropriate combination of checks depends on the position being filled and the level of responsibility involved.
Working with a background screening partner can help your organisation establish a more consistent verification process and identify discrepancies before making recruitment decisions.
Choose the Right Background Screening Partner for Your Security Company
Your screening process should give you a clearer picture of the people you intend to deploy. Choosing a provider with the right verification services and processes can help you manage that responsibility.
If your organisation is reviewing its background screening arrangements or needs a verification partner for upcoming recruitment, speak with 360 Verify.
Contact 360 Verify to discuss your background screening requirements.