When hiring, it’s essential to make sure you correctly list the parameters of each job listing. While it’s true that all jobs will have roles or obligations that may not be explicit in your role (such as having the good grace to clean the staff fridge when it’s your turn, or replacing the paper in the office printer), some are too important not to list.
Of course, this will certainly apply to safety and security obligations. These can differ depending on the job role being offered. Even roles that seem relatively safe and unexposed to risk will require care, such as by following standard health and safety requirements, or meeting the safety compliance measures outlined by bodies such as OSHA.
As it’s wise to discuss all important responsibilities during the hiring process, you can be certain security should factor in, especially if there are any necessary requirements unique to the job. I this post, we’ll discuss how you can achieve that:
Make Any Vetting Or History Checks Clear
It’s wise to detail any background or history checks expected from candidates, as you can’t just expect them to be assumed in advance. While it’s true that some jobs will obviously require a drugs test, past references and a criminal check, not every candidate is going to assume this unless the job explicitly states it.
That’s why a job description that states these requirements in plain language is often essential. The listing might note that candidates will undergo routine checks or require verification of past employment, educational proof, or even past responsibilities, perhaps giving a work history of five years prior.
This approach can help build trust right from the start, because it’s not something you just spring on a candidate, and you can save wasted time from those who may be put off by this later on. Candidates who know exactly what to expect feel more confident when applying, and it saves time on both ends of the process.
Outline Security Responsibilities
When you’re putting together your hiring process, it makes sense to lay out what security really looks like for the role. The listing can explain what kind of safety tasks might come up. A clear rundown like this helps the applicants decide if they’re comfortable with those responsibilities from the get-go, and up for it, or even if they have any experience doing that which can let them be more honest in the interview.
This approach also makes it easier for candidates to imagine themselves on the job. When they see that security is handled in a straightforward, no-nonsense way, they’re more likely to understand what you need.
Be Clear Who They Report To
In the job description, it can be really helpful to mention the person or team the new hire will be reporting to. That might be a direct manager or someone else in the leadership chain, either way it’ll let them know how the role fits within the wider organization. It also helps reduce any confusion about who to ask when things feel a bit off or if a question pops up during a busy day.
Discuss Any Departmental Or Official Duties
Any job should be clear about additional responsibilities that come with the role, unless you’re part of a secret service department or a highly private R&D team.
For example, if the role requires attending regular safety briefings, working with compliance teams, or occasionally stepping in to assist another department, it’s worth mentioning. Maybe you need them to review the physical security report that comes out each year to keep the wheels turning.
This kind of detail helps candidates understand how they’ll fit into the bigger picture, as maybe they’ll need to coordinate with IT on security protocols or work with HR on employee access.
Maybe they’ll vet people as they’re being vetted right now, or they’ll play a part in safety audits or emergency drills. Whatever the case, making it clear upfront avoids any surprises they might not be ready for, and you’re liable to get a better candidate that way..
Interview Questions Designed To Test Security Understanding
The interview is where you really get a sense of whether someone understands security in a practical way, because after all, security isn’t a binary list of questions that have no contextual nuance. Asking questions openly is a great idea to see how the candidate thinks.
You might have them walk through a past experience where they had to handle a security concern. Of course they don’t need to give you a Le Carré novel in response, just something that shows how they approach problems. You might ask how they’d handle a coworker propping open a secured door or what steps they’d take if they noticed a policy being ignored.
These kinds of situational questions help you gauge their instincts. Do they think through the problem logically or not? How do they deal with a situation not explicitly called out? If you can trust them to take the initiative, that’s a good sign.
Understand Security Developments & Updates
Security isn’t something you figure out once and then forget about. It changes constantly—new threats, updated regulations, better technology. A workplace that takes security seriously will make sure its employees stay up to speed.
It’s worth mentioning in the hiring process how the company approaches these updates. Are there regular training sessions? Do employees get briefed on new policies or the irritating risks that come with any industry?
Is there a process in place for reporting concerns or suggesting improvements? Candidates should know that they’re not just expected to follow security practices but to stay engaged with them.
This also speaks to how a company treats its employees in general. A workplace that invests in ongoing security training is usually one that values its staff and wants them to succeed. That’s something worth highlighting—not just as a security measure, but as a sign of a supportive, forward-thinking work environment.
Outline Your Wider Investments
While you won’t go into the details of your security arrangement to someone who may or may not be hired, you should have an onboarding system in place after that individual secureds the job. The person you hire should have some idea of what kind of security infrastructure is already in place and how it helps them do their jobs more effectively.
For example, if there’s advanced security software in use, access control measures, or 24/7 monitoring, those are worth mentioning. If the company has a dedicated security team or partnerships with outside experts, that’s a sign of serious investment and one they need to understand how to work with. Maybe you have a huge audit each year and while it’s nothing to worry about, it could be a little much compared to what they’re used to.
Discuss Your Data Security Requirements
Even if a role isn’t IT-related, it likely still comes with certain expectations around handling sensitive information, because you’re unlikely to find a modern job that doesn’t use some kind of web access, even if it’s just for requesting their time off through your system.
That means your candidates should know what level of responsibility they’ll have when it comes to data security. Depending on the role, it could be involved or not at all, with some examples being the following access protocols, keeping passwords secure, or ensuring confidential documents aren’t left lying around, which also applies in a digital context in how they handle their file management.
They’ll likely have some questions, for instance, will they need to complete cybersecurity training? Are there strict guidelines around remote work or using personal devices, or will they need to use locked-down devices you give them? It’s worth laying it all out.
Be Clear About Any Limitations, Such As Conflict Of Interest Preventions
Some roles come with specific limitations, and it’s always better to put those out in the open before hiring rather than after.
If there are any conflict-of-interest rules, non-compete clauses, or restrictions on outside work, those should be stated early on. This is to do with security of course, because it impacts the general reputation or the quality of how the candidate operates for you.
If you run a brewery and then you find out one of your executive employees holds stock in all of your direct competitors, well, are they going to have the best interests of your beer in mind? Not always.
To use some more examples, if the job involves working with sensitive client information, employees might be restricted from taking on similar freelance work. Or, if security is a big concern, they might need to disclose certain personal affiliations, such as if they have dual citizenship elsewhere.
That might not be a problem but it does need to be mentioned. Some roles, especially in finance, government, or healthcare, will come with strict ethical guidelines about outside business relationships too. Of course, we do see politicians flout that, but your candidate shouldn’t.
With this advice, we hope you can better go through the hiring process, even when you have security obligations to embed in that.
