Personnel Security

Personnel Security Sample Questions

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

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. Maslow’s “Hierarchy of Prepotency” • b. McGregor”s Theory X • c. McGregor”s Theory Y • d. Herzberg’s 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

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

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

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

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 managermustlearn 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 firm’s 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

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

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

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

Significant Notes Personnel Security

In implementing an asset protection program, one primary objective should be to motivateall 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 protectionshould 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. Informationb. Physicalc. 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 safeguardsb. Protects the organization against dishonest employees through appropriate control safeguardsc. 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 timeb. Failure to sign the applicationc. Failure to list supervisord. Gaps in employment or residence

Personnel Security