There is difference in selection and training found in Texas and the criteria provided in ASIS guide. In Texas guide the officers take 6-12months in their training in order to be selected. Those going through the training should avail themselves for every selection process whereby the selection processes has got various stages. The officers or the candidates have to send the application forms which may include a written test, a copy of application letter, face to face test and may also include medical assessment. Those who succeed in their application will pass through an extensive and rough exercise. After the comprehensive training the officer is referred to as an intelligent person and can work oversea whereby the officer is also needed to accomplish a task online. Security and integrity should be maintained throughout the training and selection process in ASIS guide. In the ASIS guide, there is strictness in the training and selection process whereby those who fail the application are not responded to (Vellani, 2006).
On the other hand, location for trained is well secured in Texas whereby there are limited areas of training. The training and selection is offered in different fields in order to produce a well composed talented person with skills. Texas looks not only on the qualifications of the individual but also on the experience of over eight years. Those applying for the officer’s post must be working with the Texas department concerning the safety of the country. In addition, the applicant must have a recommendation of good conduct got from the background investigation. There should be no restrictions which should hinder the officer from his or her ability to perform the duties. After application, the selection is done through a given test whereby those scoring high marks are the ones selected. This is not the case found in the ASIS guide whereby it’s through the application and exercise whereby the intelligent officer is selected. The training of the selected officers takes only 40 hours for around two years. After the training the officers can therefore be considered as qualified for the work (Landoll & Landoll, 2005).
There is a shortcoming in ASIS guide whereby they only concentrate on the qualifications of the individuals but not the talents. In addition, the application process is also based on the technology and many people may lack the experience and the access to the internet. The guide should also advertise the application process through many areas in order to reach more individuals. On the other hand, Texas only considers those people with 8 year experience whereby many young people lack the experience. The applicant also should be working with the department of safety of the country. This is a shortcoming because it means that those who have never secured a chance in the safety department would not be considered in the application (Vellani, 2006).
In conclusion, I suggest that, both the ASIS guide and the Texas selection and training should consider all the individual applying for the post and give them a chance to exercise their skills. ASIS guide should also consider talents found in the community like Texas State. Minimum criteria should also be applied to all the state to ensure that there is effective security throughout the world. There should be comprehensive training for the selected officers during the training to ensure quality personnel (Landoll & Landoll, 2005).
Landoll, D. J., & Landoll, D. (2005). The security risk assessment handbook: A complete guide for performing security risk assessments. CRC Press.
Vellani, K. (2006). Strategic security management: a risk assessment guide for decision makers. Butterworth-Heinemann.