Employment

    Hiring Process

    1.     Standards of Employment set the criteria for appearance, availability, and drug policies. It serves as the initial step to selecting people who are suited for security work and eliminates those who are not.

    a.     Candidate must be at least 21 years of age

    b.     Candidate must have a continual, reliable method for the supervisor to contact the employee

    c.     Candidate must meet all state, local and federal requirements

    d.     Candidate must be a US citizen or legally authorized to work In the United States

    e.     Candidate must pass a pre-employment drug screening

    f.      Candidate must be able to effectively communicate

    g.     Candidate must be able to meet physical requirements of the position

    h.     Candidate must be able to read, write, speak and understand English

    i.      Candidate must maintain a neat and professional appearance at all times (hair length and color, fingernails, facial hair, etc) 

    2.  Employment Application provides a history of employment and residences.  We look for stability and verify information

    3. Pre-Hire Interview uses a process of opened and closed questions to explore previous work and personal activity patterns. In predicting future performance, we know that past activity patterns are our best indicators of what to expect on the job site.

    4. Security Orientation Program gives us the chance to observe the applicant's ability and aptitude for security. The eight hours of interactive classroom work test the reading, writing, and thinking skills required for security work. Trained instructors observe the person's demeanor, diligence, and ability to perform as directed.  

    5. Reference Verification ensures us that the person is reliable, trustworthy, and has a proven stable work history.   

    6. Background Investigation checks for any criminal record. 

    7.  Job-Match Interview guarantees our clients the best return on their security dollar. It provides the final evaluation before placing the applicant at your sites. The supervisor conducts this interview, to select candidates that will perform well in the client’s settings.

    * Probationary Period allows us to closely monitor and evaluate the security officer's performance and make sure he or she is the right match for your locations.

    Please email resumes to atlantahr@crownesolutions.com or corpushr@crownesolutions.com

employment Fast Facts:

Specifically, an employee is any person hired by an employer to do a specific "job". In most modern economies the term employee refers to a specific defined relationship between an individual and a corporation, which differs from those of customer, or client. Most individuals attain the status of employee after a thorough process of interviews with several departments within a company. If the individual is determined to be a satisfactory fit for the position, he is given an official offer of employment within that company for a defined starting salary and position. This individual then has all the rights and privileges of an employee, which may include medical benefits and vacation days.

The relationship between a corporation and its employees is usually handled through the human resources department, which handles the incorporation of new hires, and the disbursement of any benefits which the employee may be entitled, or any grievances that employee may have. An offer of employment, however, does not guarantee employment for any length of time and each party may terminate the relationship at any time. This is referred to as at will employment. While the terms accountant, lawyer and photographer might refer to professions, they are not employee titles, which may include Senior Developer, Executive Assistant, or Regional Sales Manager and the like.

There are differing classifications of workers within a company. Some are full-time and permanent and receive a guaranteed salary, while others are hired for short term contracts or work as temps or consultants. These latter differ from permanent employees in that the company where they work is not their employer, but they may work through a temp-agency or consulting firm. In this respect, it is important to distinguish independent contractors from employees, since the two are treated differently both in law and in most taxation systems.
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