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With position descriptions and recruiting plans developed, we will be In a strong position to target the most <br />promising candidates for each position on the team. Key considerations include geographic location, specific <br />skill requirements, and the complexity of the duties required for the Job. <br />We profile individual skill sets and persona bty traits to match people to position where they are most likely to svcceed and make <br />a positive impact <br />We prioritize the recruiting sources for each client based on a combination of factors. These include your <br />preferences, the nature of the work, the location, and the recruitment channels that historically have generated <br />the best results in the area. In addition, we utilize branch resources supplemented by regional recruiters to <br />ensure we have ample resources dedicated to filling open posts. <br />Incumbent Personnel <br />With your approval, we start our talent search with your incumbent team. Retaining the site knowledge and <br />experience of incumbent Officers is a top priority. Transitioning Officers must meet the same hiring and <br />background screening requirements as our new recruits, but we extend as much consideration, support, and <br />encouragement as possible to facilitate positive outcomes. <br />Internal Transfers <br />Our local management team will select highly qualified internal candidates for promotional openings that are <br />not filled by incumbent Officers. We are committed to carefully hand -selecting Officers from other sites that fit <br />the client's culture and quality standards. We will leverage our internally developed talent, accessing from <br />SecuritySTARSs"^ certified Officers to bring high-quality internal talent to the City of Santa Ana. By fully <br />leveraging our internal talent, we consistently bring the best, most experienced "USA Way" skills to the client, <br />Selecting Talent <br />USA is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, national <br />origin, ancestry, age, medical condition, disability, veteran status, marital status, or sexual orientation, This <br />policy applies to all areas of employment, including recruitment, hiring, <br />training, promotion, compensation, and benefits. I Qualified candidates are <br />If there are any unique site or position requirements, these are shared with <br />prospective Associates as well. Candidates who confirm that they meet <br />the basic requirements are asked to provide Identifying information, <br />including race and sex, for entry into USA's Applicant Tracking System per <br />the requirements of the Department of Labor, Office of Federal Contract <br />Compliance Programs. <br />interviewed as soon as <br />possible following <br />confirmation of pre - <br />requirements, with <br />interviews occurring on the <br />spot in some cases. <br />If the branch employee conducting interviews is available, the candidate <br />is interviewed right away. The interviewer evaluates the applicant's communication skills, appearance, and <br />personal history and determines whether the applicant is a viable candidate for the position. Candidates who <br />meet the pre -qualifying standards are subject to rigorous selection <br />U.S. Security Associates, Inc. r' <br />Confidential Sofety and Security Services Proposal rC <br />