Start of recruitment process. Sensitive duties that may impact security, qualification standard and job description.

1. Designation and
Recruitment
ISAD 22

2. Designation
• The designation is based on how the
responsibilities and assignments of the
position could impact the security.
• Positions designated as SENSITIVE
involve job duties that can have a great
impact on security, as the individual
assigned to the position could bring
about, by virtue of the nature of the
position, an adverse effect on the
security of the organization.

3. Positions that could Impact Security
• Positions requiring eligibility for access and control over classified information.
• Positions that require access to unique or uniquely productive intelligence-
related sensitive information.
• Position involve in policy making.
• Position with investigative duties.
• Duties involving development or approval of plans, policies, or programs
• Senior management positions
• Position having direct involvement with diplomatic relations/negotiations
• Position that can independently damage public health and safety
• Position with direct, unrestricted control over supplies of arms, ammunition, or
explosives or control over any weapons of mass destruction

4. Non-sensitive
All remaining employee that have no sensitive job
duties and/or need for access to classified
information, and that the position does not have
the potential to adversely impact to the security.

5. Recruitment
• Recruitment means identifying the
roles, skills, and abilities of personnel
and providing recruitment and
selection that is fair, efficient and
ultimately predicts performance on the
job.
• Setting up of standards and job
description.

6. Why set qualification standards and job
description?
In order to determine whether an applicant or
potential recruit has the required competencies and
sufficient integrity to be entrusted to carry security
duties.

7. Qualification
Standards
Should describe
skills and
aptitudes that
the person
should have in
order to perform
the job.

8. Qualification
Standards
(QS)
Cognitive and
physical attributes
Professional and
technical skills
requirement
Educational
requirement
Training
requirement
Management
abilities
Minimum years of
experience
Personal
circumstances

9. Job
description
The job description should include a description
of the tasks that the person will be required to
perform in the job.
- Principal Responsibilities
- Reporting Relationship
Through job description, realistic
preview of the job is being provided.

10. Sourcing of Candidates
• Sourcing refers to the initial part of recruitment (finding the
candidates through a variety of methods.)
• Often means the practice of finding specialized candidates on
the Internet or through phone work.
• When referred to as a strategy, sourcing can mean a number of
different broad hiring initiatives or approaches to particular
labor markets.

11. Sourcing channels
ONLINE CHANNELS INCLUDE JOB
BOARDS, SOCIAL AND PROFESSIONAL
NETWORKS, ONLINE COMMUNITIES,
AND RESUME DATABASES.
OTHER COMMON SOURCING CHANNELS
ARE IN-PERSON EVENTS SUCH AS
MEETUPS , CONFERENCES, JOB FAIR AS
WELL AS REFERRALS.
NEW METHODS INCLUDE ADVERTISING BY
RE-TARGETING CANDIDATES (E.G.,
ADVERTISING YOUR ROLE TO PEOPLE
WHO’VE VISITED YOUR COMPANY
WEBSITE BEFORE) AND THROUGH GEO-
TARGETING (E.G., ADVERTISING YOUR
ROLE TO PEOPLE PHYSICALLY NEARBY).

12. Managers may also resort to
spotting good personnel or
“pirating” whereby he
bypasses some of the
recruitment process.