What to Look for When Hiring Security Guards for Your Organization

Hiring security personnel for your house of worship, school, or nonprofit is a significant decision. The wrong hire can create liability, damage your reputation, and ironically—make you less safe.

Here's what you need to know to make informed hiring decisions.

Start with State Requirements

Before you interview anyone, understand your state's requirements:

• Licensing: Most states require security guards to be licensed. Verify candidates hold current, valid licenses.
• Training minimums: States mandate different training hours. Know what's required in your jurisdiction.
• Firearms: If you're considering armed security, additional permits and training are always required.
• Background checks: Some states have specific requirements for types of background checks.

Never assume a candidate meets requirements. Verify everything.

Essential Qualifications

Look for these baseline qualifications:

Required:

• Valid state security license
• Clean criminal background check
• Reliable transportation
• Professional references from previous security positions
• Current first aid/CPR certification (or willingness to obtain)

Strongly Preferred:

• Previous experience in similar settings (worship, education, nonprofit)
• De-escalation training
• Experience with diverse populations
• Customer service background
• Understanding of your organization's mission

Interview Questions That Matter

Skip the generic questions. Focus on scenarios and judgment:

Situational Questions:

• "A parent arrives late to pick up their child from Sunday school and becomes angry when questioned. How do you handle it?"
• "You notice someone taking photos of children during a service. What do you do?"
• "A regular attender exhibits erratic behavior and is making others uncomfortable. Walk me through your response."
• "During a service, you receive a report of a suspicious package left in a hallway. What are your first three actions?"

Listen for: measured responses, de-escalation instincts, communication with leadership, and following procedures.

Mission Alignment Questions:

• "What do you know about our organization?"
• "How do you balance security with creating a welcoming environment?"
• "Describe a time you had to make a decision that prioritized someone's dignity over strict rule enforcement."

For mission-driven organizations, cultural fit is critical. You need someone who understands that security serves your mission—not the other way around.

Red Flags to Watch For

Walk away from candidates who exhibit these warning signs:

• Gaps in employment history they can't or won't explain
• Inability to provide references from previous security positions
• Overly aggressive or confrontational demeanor
• Talking extensively about weapons or use of force
• Dismissive of your organization's mission or values
• Resistance to following procedures or reporting to civilian leadership
• Exaggerating credentials or experience
• Poor communication skills

Trust your instincts. If something feels off during the interview, it won't improve after hiring.

The Background Check Process

Never skip background checks, even for volunteers. At minimum, conduct:

• Criminal background check (state and federal)
• Sex offender registry search
• Professional reference checks (actually call them)
• Driving record (if driving is part of duties)
• License verification (security license, firearms permit if applicable)

For positions involving children, many states have additional requirements. Check with your state attorney general's office.

Setting Clear Expectations

Before making an offer, ensure candidates understand:

• Scope of authority: What they can and cannot do
• Reporting structure: Who they report to (and it should be civilian leadership)
• Appearance standards: Uniform requirements, name tags, visibility
• Prohibited conduct: Use of force policies, interaction limits, confidentiality
• Training requirements: Ongoing training expectations

Consider Contract Security vs. Direct Hire

You have options:

Contract Security Companies:

Pros: Handle licensing, insurance, background checks, scheduling, and replacement if someone doesn't work out.

Cons: Less control over who's assigned, may lack mission alignment, higher hourly cost.

Direct Hire:

Pros: More control, better cultural fit, builds relationships with congregation/community.

Cons: More administrative burden, liability considerations, must handle all HR functions.

Many organizations start with contract security to understand their needs, then transition to direct hire once they know what they're looking for.

First 90 Days Are Critical

Once you hire:

• Provide comprehensive orientation to your facility, staff, and procedures
• Assign a point person they can contact with questions
• Schedule weekly check-ins for the first month
• Observe them in action during services/events
• Solicit feedback from staff and congregation
• Document everything

Don't be afraid to make a change if it's not working. Better to restart the search than keep the wrong person.

Need Help With Your Hiring Process?

We assist organizations in developing security guard hiring procedures, job descriptions, interview questions, and evaluation criteria. Contact us to discuss your staffing needs.