Peregrine Guarding follows a meticulous and systematic approach to implement a security solution.
Frontline Security is committed in ensuring that Officers are happy, supported and motivated at all times. Some of the retention programs practised at Frontline Security:
Our Security Officers are trained to be conversant with the site operating procedures so that he or she would be able to discharge his or her duties efficiently for the maximum-security coverage of the client’s premises. Loss Prevention Officers are required to report in uniform 15 minutes before the commencement of their shift.
Upon reporting on site officers are required to individually contact the Frontline Security Operations Centre giving their reporting status.
Officers are ensure that during the handing and taking over of shift the following are physically checked and strictly observed:
Any discrepancy or malfunction detected will be documented into the Security Logbook and immediately reported for corrective action.
Frontline Security evaluates an applicant’s ability, skills, experience, work history and suitability to ensure that every employee meets employment standards. B y developing extensive job profiles and information as to the type of person best suited to the environment and culture of individual customers, Frontline Security will then assess the source, methodology and procedures to most effectively deliver results. Components of the selection methodology include:
A series of security work related questions are asked to determine the applicant’s suitability for the job. Applicants are eliminated when they cannot meet the minimum requirements for the assignment.
Administering Employment Forms
During this process, the applicant completes the Employment Application. Frontline Security will review the application for completeness and determines the current skill levels. The applicant is also asked to respond to questions regarding criminal convictions, state of health etc. Frontline Security is at liberty to conduct character reference checks on work performance, punctuality and work attitude with the candidate’s previous employers.
Frontline Security uses an internally developed security test paper for applicant evaluation on security proficiency. The stest will determine the applicant’s security knowledge and suitability for the job.
Frontline Security further determines the applicant’s suitability for employment through behavioral interview. The method of interview focuses not only the results of the security test, but also on interpersonal skills, experience, training and suitability to work at the assignment. If the applicant does not meet the minimum requirements for employment, the process is ended. Should the applicant meet the requirements, he / she is offered employment.
Applicants offered employment are subjected to a complete orientation program during which they briefed about their assignment responsibilities. Frontline Security has a program based on specific requirements on security and safety.
The recruitment process is a standardized Operating Procedure documented within the office of Frontline Security. The information gathered and evaluated during this process and is retained in our database for future reference and searches. Features of the recruitment methodology include:
At Frontline Security, we maintain a strong presence in the newspapers. This remains one our most effective channels in officer recruitment. Our recruitment advertising uses innovative work-related themes and acts as a broadcasting channel for officers.
Officer Referral Scheme
This is the most successful means of officer recruitment, tapping on the officer’s own network of friends and contacts. This method is especially effective for project staffing where a large pool of officers is required.
Flyer distribution at venues with high human traffic such as shopping malls, supermarkets, MRT stations, etc is an effective manner of reaching targeted officers. This method is especially effective for assignments that are specific to the location.
Community Development Council (CDC) Referral Scheme
CDC referral scheme through the Chinese Development Assistance Council (CDAC), SINDA, MENDAKI and the Eurasian Association, are some of the channels for officer recruitment. The candidate’s referral data is stored in our database for future reference or he / she may be offered job placement subject to availability.
Progressive Wage Model (PWM)
We follow PWM (Progressive Wage Model). All officers that we hire are paid wages as per recommended by PWM:
Senior Security Supervisor : 3.0k to 3.8k
Security Supervisor : 2.7k to 3.0k
Senior Security Officer : 2.3k to 2.6k
Security Officer : 2.1k to 2.5k