Selection and Recruitment

Levy Security has a very active and effective recruiting program. With a multi-faceted approach, Levy recruiters use a combination of print ads, internet job boards, career fairs, college campus job fairs, and an aggressive employee job referral program. Levy Security offers a competitive starting wage and greater benefits than our competitors, which enables us to attract both experienced officers as well as entry-level applicants.

Additionally, Levy Security has developed a Management Accelerated Placement Program (MAPP) which identifies applicants who hold a minimum of a Bachelor’s Degree and who pass all screening criteria for hire. These individuals enter a two phase program (12 weeks per phase) during which they are exposed to both Security Officer duties and functions as well as line-level supervisory responsibilities. These persons are also required to take and pass a Certified Protection Officer (CPO) course exam and Certified Security Supervisor (CSS) course exam. Both the CPO and CSS exams are administered by the International Foundation for Protection Officers.

Levy Security also has a college sponsored internship program. While not only assisting in giving criminal justice majors an on-the-job education, such a program builds relationships with the participants who might likely seek Levy Security as an employer following graduation.

Please note below that under general conditions, the following constitutes the minimum requirements for an individual to be considered for employment:

  • At least 20 Years of Age.
  • High School Graduate (GED accepted).
  • Capable of evaluating, investigating, and reporting all types of security and law enforcement incidents effectively and efficiently both orally and in writing.
  • Ability to relate well with people of all cultures and backgrounds.
  • Ability to withstand inclement weather and/or extended periods of walking and standing.
  • Ability to make a physical arrest, restrain violent subjects, and assist in fire fighting activities.
  • Must maintain a working telephone.
  • Must have reliable transportation.
  • Must wear our professional uniform and maintain our high standards for grooming and appearance.
  • Must have no more than three violations on their driving record in a two year period.
  • Must hold and maintain an active Permanent Employee Registration Card (PERC), only if you have received one in the past. If without a PERC, successful completion of our State Certified Training Academy and application process, will earn a Permanent Employee Registration Card.
  • Must possess the ability to understand and enforce department and client policy.
  • Must possess the ability to understand Employment Policy & Procedure Manual.

Screening

As a licensed security contractor doing business in Illinois, Levy Security is regulated by the Illinois Department of Financial and Professional Regulation (IDFPR). As such, all employees are registered in accordance with regulatory provisions and fingerprints are sent to state agencies and the FBI. Levy Security Corporation exceeds all state requirements for background investigations and criminal history checks.

All applicants are interviewed by one of two in-house experienced Recruiters. Once an applicant passes the preliminary interview, the following procedures are conducted:

  • Background Analysis
  • Circuit Court Criminal History
  • Employment Verification
  • FBI and State Police Fingerprint Check
  • Illinois Driver’s License Abstract
  • State Police Criminal History
  • Personnel Assessment Test
  • Basic Skills Test
  • Personal Characteristics Test
  • Inventory Drug Screen

If the applicant passes each stage, he or she is then interviewed by the department director who determines if the applicant is qualified to work at the department. Unlike most security contractors, the department director has the final decision on all new hires.

Levy Security insures all employees meet the State of Illinois requirements for training by requiring all employees attend Levy's State Certified Training Academy. Additionally, all employees are registered with IDFPR to obtain State Certified licensure. If, during the background phase of pre-employment or at any point in the process it is determined that due to a criminal conviction the employee cannot or will not receive the State issued PERC, employment is denied.

Levy Security also requires by policy that any employee who is convicted of any offense to notify IDFPR as well as our Human Resources Department. If it determined by the State that the employee’s PERC is rescinded and or denied at regular re-certification intervals, the employee is discharged.

In addition to the federal and state screening tests, Levy Security uses three assessment tools intended to substantiate applicant suitability. While not required by law, Levy Security uses these instruments for every applicant.

The high standards at Levy Security only allow us to extend employment offers to a small segment of those desiring employment with Levy. In fact, our latest tracking numbers support that approximately 1 out of every 12 applicants pass Levy screening standards.

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