SECURITY
RECRUITMENT
THE RIGHT PEOPLE FOR SENSITIVE ROLES
Through an in-house national recruitment team, TSU sources qualified security personnel for corporates and individuals—and manages your entire hiring process so it stays cost-effective and legally compliant.
80%
OF VACANCIES FILLED WITHIN THE REQUIRED TIMEFRAME
2014
THE YEAR OUR SPECIALISED RECRUITMENT DEPARTMENT WAS ESTABLISHED
THE RIGHT CANDIDATE IS WITHIN REACH
RECRUITED WITH RIGOUR
From the first criminal check to the final placement, every stage of TSU recruitment is designed to put competent, compliant professionals into your security roles.
Established in 2014 because our clients' operational needs demanded an out-of-the-ordinary process, the TSU recruitment department handles sensitive and important security vacancies on a national level.
- NATIONAL RECRUITMENT TEAM
- SENSITIVE VACANCIES
- CORPORATE CLIENTS
- INDIVIDUAL CLIENTS
Conducted at your premises for your convenience, criminal checks use the Automated Fingerprint Identification System (AFIS) to confirm each candidate's record before they reach your shortlist.
- ON-SITE CHECKS
- FINGERPRINT IDENTIFICATION
- CRIMINAL RECORD SCREENING
Testing each candidate's practical skills as part of the process, TSU confirms that every candidate can perform the duties of the role—not only that they hold the right paperwork.
- PRACTICAL ASSESSMENTS
- WRITTEN ASSESSMENTS
- ROLE-SPECIFIC TESTS
Verifying every certificate and qualification a candidate presents, TSU makes sure that their training and credentials are genuine and current before an appointment is ever made—protecting your organisation from costly mistakes.
- CERTIFICATE VERIFICATION
- QUALIFICATION CHECKS
- CREDENTIAL REVIEW
Going the extra mile for staffing projects that need highly qualified, competent professionals, TSU will find candidates with specific skills even when your requirement falls outside the roles it traditionally fills.
- PROJECT STAFFING
- SPECIALIST SKILLS
- NATIONAL SOURCING
SEE HOW WE RECRUIT
FAQ
EXPLORE
FREQUENTLY ASKED QUESTIONS
An AFIS check compares a candidate's fingerprints against the South African Police Service's Automated Fingerprint Identification System to reveal any criminal record. Because it relies on biometrics rather than names or ID numbers, it is one of the most reliable ways to confirm a candidate's criminal history.
Outsourcing security recruitment gives an organisation access to specialist screening, vetting, and testing that most in-house HR teams cannot easily provide. It shortens the time to fill vacancies, reduces the risk of appointing unsuitable candidates, and helps ensure compliance with employment and industry regulations.
Security candidates should typically pass a criminal record check, identity and qualification verification, and confirmation of current PSIRA registration. Many employers also add skills and fitness testing, reference checks, and, for sensitive roles, polygraph or credit checks before making an appointment.
Private security in South Africa is regulated by the Private Security Industry Regulatory Authority (PSIRA), established under the Private Security Industry Regulation Act 56 of 2001. Security businesses and individual security officers must register with PSIRA, which also enforces the industry's code of conduct and minimum training standards.
SECURE EVERY ADVANTAGE
