This function is perhaps the most important of any good security program. It must be a highly structured program capable of achieving the desired results. Obviously, basing the anticipated wage rates at an attractive level helps a company attract and retain highly motivated dedicated personnel.

Some of our recruiting methods are quite innovative and work very well. We have access to the California Department of Consumer Affairs' Division of Licensing and can view the listing of all licensed officers. We can check the status of an individual's standing with the state. In addition to this method, we contact qualified security training schools for candidates and possible placement of their graduates. The individuals from these sources are well trained and have made a personal commitment to the private security field. We have an ongoing rapport with the various administrators at these schools and they have provided us with highly qualified people in the past. Additionally, we maintain a relationship with law enforcement administrators at all of the local colleges, which have police science curriculum. They have proven to be very good employees.

AGS places great emphasis on hiring good people and providing them with the very best training available.

Our turnover ratio is one of the lowest in the security industry. We pay our personnel slightly more than most security companies, and we provide more training. We demand more from our officers, and we provide a stable work environment with the potential for additional training and advancement within our company.

We provide professional looking Uniforms and top quality state of the art Equipment to our personnel. AGS provides a full range of Performance Specific Training both as a requirement for employment and in addition to periodic refresher training and new information so that our personnel can perform their duties in a superior manner.

AGS performs a full background investigation, including but not limited to criminal records check, state records check for every state the applicant has lived in during the last 5 years, and local police records check for every town the applicant has lived in for the last 5 years. We require a driver license printout so we can see if there has been any history of reckless operation or driving under the influence or any active failures to appear. We will contact and request a rating from every previous employer for the last 10 years. We also look for any unexplained gaps in employment history. We require a minimum of three, non-family personal references for additional investigation leads.

AGS uses a wide range of screening tests and methods. We check all references and previous employers. We require drug screening as a condition of employment, and may require a physical examination based on the client's contract requirements.