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Personnel Security

Sample Questions
1. Of all security processes, the most
critical is:
a. Information

b. Personnel

c. Physical

d. Perimeter
1. Of all security processes, the most
critical is:
a. Information

b. Personnel

c. Physical

d. Perimeter
2. The concept that an individual should be
aware of the security program and persuaded
that the program is relevant to his or her own
behavior is known as:
a. Security consciousness
b. Security awareness
c. Security motivation
d. Motivation analysis
2. The concept that an individual should be
aware of the security program and persuaded
that the program is relevant to his or her own
behavior is known as:
a. Security consciousness
b. Security awareness
c. Security motivation
d. Motivation analysis
3. The theory that the human organism is
motivated by an ascending series of needs and that
once the lower needs have been satisfied, they will
be supplanted by the higher needs as motives for
behavior is known as:
a. Maslows Hierarchy of Prepotency
b. McGregors Theory X
c. McGregors Theory Y
d. Herzbergs Two Factor Theory
3. The theory that the human organism is
motivated by an ascending series of needs and that
once the lower needs have been satisfied, they will
be supplanted by the higher needs as motives for
behavior is known as:
a. Maslows Hierarchy of Prepotency
b. McGregors Theory X
c. McGregors Theory Y
d. Herzbergs Two Factor Theory
4. Which of the following is not an
example of the intelligence test:
a. Stanford-Binet IQ Test
b. Henman-Nelson IQ Test
c. Armed Forces General Classification
d. Manual Placement Test
4. Which of the following is not an
example of the intelligence test:
a. Stanford-Binet IQ Test
b. Henman-Nelson IQ Test
c. Armed Forces General Classification
d. Manual Placement Test
5. Which of the following is not a basic
requirement for handling pre-
employment interviews:
a. Interview must be voluntary
b. Interviews to be effective should be
conducted with a friend of applicant present
c. Interview must be unbiased
d. Interviewer should not give out
information
5. Which of the following is not a basic
requirement for handling pre-
employment interviews:
a. Interview must be voluntary
b. Interviews to be effective should be
conducted with a friend of applicant
present
c. Interview must be unbiased
d. Interviewer should not give out
information
6. The basic principle of personnel security
is:
a. To weed out bad apples among employees
after they are located
b. Education is the key to loss prevention
c. Attitudes and honesty of rank and file
employees are key to minimizing theft losses
d. Terminate undesirables
6. The basic principle of personnel security
is:
a. To weed out bad apples among employees
after they are located
b. Education is the key to loss prevention
c. Attitudes and honesty of rank and file
employees are key to minimizing theft
losses
d. Terminate undesirables
7. Probably the single most important
safeguard for preventing internal theft is:
a. An extensive statement of personal
history
b. The personal interview
c. Interviewing reference
d. Upgrading the screening of new
employees
7. Probably the single most important
safeguard for preventing internal theft is:
a. An extensive statement of personal
history
b. The personal interview
c. Interviewing reference
d. Upgrading the screening of new
employees
8. An employer may not question an
applicant on which of the following:
a. Unexplained gaps in the employment history
b. Unsatisfactory interview
c. An arrest for a crime against property
d. A conviction for a crime against property
8. An employer may not question an
applicant on which of the following:
a. Unexplained gaps in the employment history
b. Unsatisfactory interview
c. An arrest for a crime against property
d. A conviction for a crime against property
9. Questioning an employee should be:
a. Behind a closed door
b. With the door open
c. Closed and locked door
d. At a police station
9. Questioning an employee should be:
a. Behind a closed door
b. With the door open
c. Closed and locked door
d. At a police station
10. Impelling type of leadership tends to
reduce employee dishonesty because:
a. It sets a good example
b. It creates discipline
c. It reduces employee frustration
d. It improves morale
10. Impelling type of leadership tends to
reduce employee dishonesty because:
a. It sets a good example
b. It creates discipline
c. It reduces employee frustration
d. It improves morale
11. Non-directional counseling of upset
employees:
a. Should not be used because it is not
effective
b. Does not carry the danger inherent in
giving advice
c. Does not directly advise, criticize or try
to help
d. Involves primarily being a good listener
11. Non-directional counseling of upset
employees:
a. Should not be used because it is not
effective
b. Does not carry the danger inherent in
giving advice
c. Does not directly advise, criticize or try
to help
d. Involves primarily being a good listener
12. The first skill the manager must learn is:
a. How to give orders

b. How to check up on procedures

c. How to maintain authority

d. The ability to listen
12. The first skill the manager must learn is:
a. How to give orders

b. How to check up on procedures

c. How to maintain authority

d. The ability to listen
13. On the whole, employees are:
a. Easily tempted

b. Honest

c. Indifferent

d. Conscientious, honest individuals who
have the firms best interest at heart
13. On the whole, employees are:
a. Easily tempted

b. Honest

c. Indifferent

d. Conscientious, honest individuals who
have the firms best interest at heart
14. In conducting interviews during a
background investigation, the investigator
should more appropriately tell the person
being interviewed that the employee is:
a. Being considered for a promotion
b. Suspected of wrongdoing
c. Being investigated in connection with a
position of trust
d. Tell the interviewee nothing
14. In conducting interviews during a
background investigation, the investigator
should more appropriately tell the person
being interviewed that the employee is:
a. Being considered for a promotion
b. Suspected of wrongdoing
c. Being investigated in connection with
a position of trust
d. Tell the interviewee nothing
15. The frequency of reinvestigation of the
financial life style inquiry should
generally be:

a. Never
b. Every 6 months
c. Every year
d. Every 18 months
15. The frequency of reinvestigation of the
financial life style inquiry should
generally be:

a. Never
b. Every 6 months
c. Every year
d. Every 18 months
16. Any investigation which includes
unfavorable information, or which results in
an adverse employment decision, should be:
a. Retained in file for a minimum of three years

b. Retained in file for a minimum of five years

c. Retained in file for one year

d. Destroyed when the employment decision is
made
16. Any investigation which includes
unfavorable information, or which results in
an adverse employment decision, should be:
a. Retained in file for a minimum of three years

b. Retained in file for a minimum of five years

c. Retained in file for one year

d. Destroyed when the employment decision is
made
17. Which of the following is not true with
regard to a resume?
a. It does not provide the information which the
company requires
b. It is never accepted in lieu of a completed
application form
c. It is always accepted and is reviewed as part
of the investigation
d. It is an acceptable form of information for a
professional position
17. Which of the following is not true with
regard to a resume?
a. It does not provide the information which the
company requires
b. It is never accepted in lieu of a completed
application form
c. It is always accepted and is reviewed as part
of the investigation
d. It is an acceptable form of information for
a professional position
18. The persons who find integrity tests
offensive are:
a. Twice as likely to admit to criminal or
drug abuse behavior
b. No more likely than anyone else to
admit to criminal or drug abuse behavior
c. Sensitive persons who should not be
required to take the test
d. Usually found to have a violent criminal
past
18. The persons who find integrity tests
offensive are:
a. Twice as likely to admit to criminal or
drug abuse behavior
b. No more likely than anyone else to
admit to criminal or drug abuse behavior
c. Sensitive persons who should not be
required to take the test
d. Usually found to have a violent criminal
past
19. Completed background investigations:
a. If apparently completed favorable, may be
reviewed by an investigative clerk
b. If apparently completed favorable or containing
unfavorable information, are reviewed by a
responsible supervisory security employee
c. If containing unfavorable information, should be
immediately referred to legal counsel
d. Should be reviewed jointly by the Human
Relations Director and the Security Director
19. Completed background investigations:
a. If apparently completed favorable, may be
reviewed by an investigative clerk
b. If apparently completed favorable or containing
unfavorable information, are reviewed by a
responsible supervisory security employee
c. If containing unfavorable information, should be
immediately referred to legal counsel
d. Should be reviewed jointly by the Human Relations
Director and the Security Director
20. The qualifications and background of an
applicant are considered in light of the needs of the
company to perform duties of a specific position.
Which of the following is not accurate regarding the
job description for the position:
a. It must include accurate specifications and
genuine skill requirements
b. The details of the description may tend to
exclude certain groups of people
c. The specifications and skills should be
described concisely and without prejudice
d. The job description should be intentionally
vague in order to allow the max number of
applicants to qualify for the position
20. The qualifications and background of an
applicant are considered in light of the needs of the
company to perform duties of a specific position.
Which of the following is not accurate regarding the
job description for the position:
a. It must include accurate specifications and
genuine skill requirements
b. The details of the description may tend to
exclude certain groups of people
c. The specifications and skills should be
described concisely and without prejudice
d. The job description should be intentionally
vague in order to allow the max number of
applicants to qualify for the position
Significant Notes
Personnel
Security
In implementing an asset
protection program, one primary
objective should be to motivate all
employees to become part of the
protection program
All asset protection programs
should provide for adequate
feedback on the part of
participants
Although the chief executive in
charge of asset protection should
have knowledge of security
procedures and techniques, it is
more important that such executives
be able to manage and implement
the required systems approach
The three basic security processes
are:

a. Information
b. Physical
c. Personnel
Of the three basic security
processes, personnel security is
considered to be the most critical
The basic elements of the personnel security
process are:
a. Protects the organization against undesirable
persons through appropriate recruitment and
hiring safeguards

b. Protects the organization against dishonest
employees through appropriate control
safeguards

c. Protects employees from discriminatory hiring
or termination procedures
In screening an applicant for a
potential position, the most
expensive technique should be
conducted last. For example, an
applicant should be interviewed
before conducting a background
investigation
Some deception practices to be on the
lookout for on applications during the
screening process prior to hiring are:
a. Use of the term self-employed to
hide a negative period of time
b. Failure to sign the application
c. Failure to list supervisor
d. Gaps in employment or residence
The concept of security
awareness is primarily a state of
mind. It is not the same as either
training or education but is
definitely related to both
One well known honesty test is the
Reid Report. This is a written
honesty test designed to reveal a
persons trustworthiness and
attitude toward honesty
A popular psychological test used by
employees in personnel screening
procedures is the Minnesota
Multiphasic Personality Investor
(MMPI). This test is designed to
show habits, fears, sexual attitudes,
depression, and evidence of social
introversion.
The two major tools used in
employee selection procedures
are:

a. The application

b. The interview
A background investigation is expensive but
necessary in the personnel security process.
The major purposes of this type of
investigation are:

a. To verify information on the application form

b. To ascertain past employment experience

c. To obtain other information pertinent to
hiring decision either derogatory or positive
The theft triangle sides consist of:

a. Motive

b. Desire

c. Opportunity
As a general rule, the questions relating to the
following should not be asked of applicants
during the screening process in order to conform
to equal employment opportunity rules and
regulations:

a. Race or ethnic background
b. Age, sex or marital status
c. Religion
d. Children
e. Disability
Approximately 10% of the
completed applications will have
falsifications serious enough for
management review before
making an offer of employment

Rule of Ten
The most important information
gathering tool in a background
investigation is the completed
application form
As a general rule, no application
more than 90 days old should be
considered without a re-interview
of the applicant
The principal behind integrity tests
is that an individual who has
developed strong attitudes towards
honesty is less likely to engage in
dishonesty than an individual who
possesses weaker attitudes towards
dishonesty.
Employment gaps of more than
one month must be explained
The job description for a position
must include accurate specifications
and genuine skill requirements
which are described concisely and
without prejudice.
Purpose and Function
Personnel Securitys primary purpose is to
insure that a firm hires employees best
suited to assist the firm in achieving its
goals, and after hired, assist in providing the
necessary security to the employees while
they are carrying out their functions
Purpose and Function
Vulnerability to losses caused by employees
is measured in part by the character of the
employees, their awareness of assets
protection requirements, and their
motivation to cooperate
Personnel Security is the most critical
because theft is committed by people
The Job Description
Accurate job specifications increase
objectivity in making selection decisions
and reduce the likelihood that irrelevant
criteria and personal bias will influence the
decision
The Application
There are virtually no restrictions on what
can be asked of an individual once an offer
of employment has been made.
Education
Approximately 5 % of all professional
applicants falsify some aspect of their
educational background.

Interview
A personal interview of each applicant
should be conducted by an trained
interviewer
Background Investigation
Should be completed prior to allowing the
applicant to commence employment

The most important information
gathering tool in a background
investigation is the completed application
form
Background Investigation
At least five consecutive immediately
preceding years of employment are verified

Personal contact is by far the most
desirable method of investigation

Psychological Testing
A process whereby a subjects reaction to a
future situation is predicted by an analysis
of his/her responses to a questionnaire.

Psychological Testing
Types of psychological tests
Skills and Aptitude tests
for office, clerical, production and service positions
Personality Inventories
those with access to dangerous facilities
Integrity Surveys
for retail, leisure, hotel, financial, and fast food positions


Psychological Testing
Integrity tests can be clear purpose tests
which ask direct questions or veiled purpose
tests in which it is not obvious that integrity is
the primary concern.



Psychological Testing
Integrity tests can be:
pre-employment tests which measure the
applicants attitude toward counterproductive work
behavior
Incident specific questionnaires which are used to
determine who committed a specific act
Persons who find these tests offensive are twice as
likely to admit to a criminal or drug abuse behavior or
to display counterproductive work attitudes
Miscellaneous Matters
Military service should be confirmed by
having the applicant submit a copy of the
service record forms.
Bonding is used by some firms as a type of
insurance in the event that the company
internal controls prove ineffective and a loss
occurs.
Bonding should never be considered as an
alternative to an effective security program