Security Officer Test

A security officer test can be used by employers to determine the most suitable applicants for a security officer position.

  • What is a security officer test?

    Security officers need specific skills, qualifications and experience, and when the recruitment team receives numerous applications from candidates with similar experience, the right tests for skills and competencies can ensure that only the best potential employees are taken further.

    Applying the Picked security officer test when looking for a new employee can reduce the cost per hire and make for a much more efficient selection process.

About the Security Officer Test

The security officer test is designed to assess particular skills and competencies needed in that role. Each test contains questions that are aimed at competent security officers; the content itself is not complicated for candidates who have the knowledge and experience required.

For the recruitment team, the security officer test is simple to administer at scale, which means that you can apply the test to any number of candidates. The results are easy to read and understand, so taking the right candidates forward to the next stage in the recruitment process is straightforward.

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  • Why should you use a security officer test for recruiting?

    The daily tasks of a security officer might include patrolling premises and checking doors and windows, guarding specific valuable items, monitoring CCTV or guarding boundaries of facilities.

    Some security officers might be responsible for checking staff and visitors into buildings and offices, while others might transport valuables or money in vehicles. Security officers might be responsible for searching bags and/or people.

    Most businesses will look for security officers or security guards who have the required licensing (eg Security Industry Authority training). But if you need to sift those who already have such qualifications, then administering the security officer test will give you data-driven results that you can rely on.

    With a number of specific soft skills as well as industry-specific knowledge necessary in the role, the Picked security officer test provides reliable data that can be used to reduce the time and money needed to complete the recruitment process.

    Finding a security officer that has integrity and honesty, as well as excellent communication and teamwork skills and the necessary specific public safety and security knowledge, is why using an appropriate security officer test will make a difference to your recruitment process.

Picked Sample Report

View a sample report

Results for the Security Officer Test along with other assessments the candidate takes will be compiled to produce a candidate report. The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.

How our test assesses security officer skills

Candidates will need to answer a range of questions that measure industry-specific technical skills where applicable, soft skills (e.g. teamwork), aptitude (e.g. verbal reasoning) and relevant personality dimensions (e.g. stress tolerance). The results present a holistic view of how well suited each candidate is for the job at hand, using a data-driven approach.

The format varies by type of question, including multiple-choice for aptitude and technical skills, situational judgement for soft skills and agreement on a Likert scale for the personality dimensions. This approach ensures candidates are being assessed in an accurate and fair manner, and that results reflect the true underlying qualities of each candidate.

The characteristics, abilities and knowledge necessary to be a security officer were identified using the US Department of Labor's comprehensive O*NET database. O*NET is the leading source of occupational information that is constantly updated by collecting data from employees in specific job roles.

During the development process, test questions were rigorously analysed to maximise reliability and validity in line with industry best practices. They were created by our team of I/O psychologists and psychometricians – who collaborated with subject-matter-experts – and field-tested with a representative sample of job applicants who have varying experience, just like you might find in a talent pool.

Each test is reviewed by a panel of individuals representing diverse backgrounds to check for any sensitivity, fairness, face validity and accessibility issues. This ensures each candidate has a fair chance of demonstrating their true level of expertise.

Our security officer test is monitored to ensure it is up-to-date and optimised for performance.


Predictor of job success

Picked provides evidence-based recommendations for tests to use for over 750 jobs. Our recommendation engine leverages data from the Occupational Information Network (O*NET) developed by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA).


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Instant access to our full testing suite.

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    Fully accredited

    All our Security Officer tests are written by accredited psychologists and fully validated.

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    For all levels

    We offer Security Officer tests for all levels so you can assess all roles within your organisation.


Energize selection process

Streamline hiring with our out-of-the-box tools.

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    Smart automations

    Automated actions such as alerts and reminders ensure a smooth candidate experience.

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    Instant results

    Receive candidate results in real-time so you can make decisions in hours, not days.


Make better hires

Improve hiring with bias-free, data-driven decisions.

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    Analytics dashboard

    Our full array of candidate performance metrics will provide actionable data on each of your candidates.

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    Candidate comparison

    Simple, easy-to-use candidate comparison reports mean you don’t need to be a psychologist to interpret them.

“We used Picked as part of our Finance Graduate Scheme recruitment and it was just what we needed – really simple to send candidates the link to complete and clear to see how they all compared. And great value for money!”
Christina, HR Director, Cancer Research, UK
Christina, HR Director, Cancer Research, UK
Security Officer Test expert

Written by a Security Officer Test expert

Our team of assessment experts is made up of I/O psychologists and psychometricians who are dedicated to making all of our tests as reliable, valid and fair as possible. They strictly adhere to best practices in the industry and stay on top of the latest innovations to ensure job candidates’ unique profiles of characteristics, abilities and knowledge are being measured accurately while minimising bias. They leverage decades of research and advanced predictive analytics to build assessments that link to outcomes that matter, such as job performance, turnover, engagement, culture fit and more.

“Personality profiling allowed us to perform lookalike modelling of our most successful employees and use this as a blueprint for new hires.”
Nick, HR Operations, Airbus, Spain
Nick, HR Operations, Airbus, Spain


Is the security officer test hard?

The security officer test assesses candidates on the minimum skills and competencies required for a security officer position. However, the test is conducted under timed conditions, which can make the test more challenging due to the time pressure.

What are the skills required for a security officer?

Security officers need to be friendly, approachable and honest, with excellent observation skills and attention to detail. They also need to be able to think logically to solve problems, and work well with the public and their team.

What is the cost for Picked’s security officer test?

Recruitment teams can get access to all the pre-employment assessments available through a subscription, which can be paid either monthly or on an annual basis. There are bespoke plans available; contact us to find out more.

Can I get a free trial?

New clients can get seven days of unlimited free access to the tests we provide, with no credit card details needed.

“Focusing on data reduced the subjective decision making from our hiring process and allowed us to reduce bias and make better hiring decisions.”
Izzie, Head of HR, iZettle, Sweden
Izzie, Head of HR, iZettle, Sweden

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