By Keba Walters, Assistant Manager, Recruitment RES/CIC

At ASP Incorporated, a few of the values that drive our team are Inclusion and Empowerment, and the first step toward those values is to listen. Our recruitment team proudly At ASP Incorporated, a few of the values that drive our team are Inclusion and Empowerment, and the first step toward those values is to listen. Our recruitment team proudly held our first Voices of ASP focus group across all divisions to hear straight from our employees what they wanted to change, and what we could continue to do, to make ASP a great place to work. Voices of ASP consisted of volunteers from Aviation, OSR, Canine, and Security, as well as Supervisors, Concierges, Specialists, and Crossing Guards from the Residential and Commercial Divisions.

Some areas where our employees felt we were doing well and wanted to continue were:

  • Team events such as Wonderland Day and Christmas parties
  • Employees reported that they enjoyed the types of jobs ASP had
  • Good growth opportunities and great career experience in security
  • Improvements connecting to and communicating with the management team

Constant improvement is pivotal to any growing organization, and we welcome the feedback. For those who were not able to participate in our focus group event, we will be opening the opportunity to speak with our team 1on1 to anyone interested. What you say remains completely anonymous but allows us to provide feedback directly to your managers.

Some of the feedback we received regarding areas of improvement:

  • Better acknowledgement for going above[1]and-beyond
  • Increases in pay for minimum wage employees
  • Improvements to uniform fit, quality, and ensuring all guards are wearing it properly
  • Better systems to get in touch with Scheduling Team
  • More on-the-job training

If you’d like your
voice heard, please reach
out to ASP Recruitment at
recruitment@security-asp.com
for a link to a 15-minute meeting
with someone from our team
before January 30th, 2022

Let’s Make the Fourth Wave the Final Wave!

What Can We Do?

  • Get vaccinated – protect yourself and others
  • Be aware of risks associated with different settings
  • Wear face masks indoors – properly worn face masks are your best defense against the virus
  • Continue to wear a mask in busy outdoor areas like campgrounds, playgrounds and dog parks
  • Maintain social distancing – Health Canada still encourages us to minimize close contact with others.
  • Keep hands and surfaces clean
  • If you feel sick, even with just a sore throat, you should stay home and self-isolate if you have symptoms
  • Continue to avoid non-essential travel
  • Socialize outdoors whenever possible
  • Avoid crowded indoor spaces with poor ventilation —especially with the unvaccinated.

Take Care of Your Mental and Physical
Health by:

  • Adjusting your expectations based on what is in your control
  • Have a backup plan if something is not available (school/daycare, gym, etc.)
  • Take advantage of nice weather and spend time outdoors
  • Acknowledge that pandemic fatigue is real and make use of our EAP (LifeWorks program) if you are experiencing mental health concerns like anxiety, stress, or depression

Collectively, our actions can help prevent the spread of COVID-19 and keep our families, friends, and co-workers safe. As the pandemic drags on through a fourth, intense wave, front line hospital staff are running on empty tanks, and we owe it to them to take precautionary measures and make it through this wave without overburdening our healthcare system.


By Sean Gallagher, Recruitment Manager

ASP has done a lot of growing in the past year, especially in our Recruitment department. We’ve expanded our department to ensure each division of ASP gets the attention it needs to bring in qualified new talent.

Here is a guide to our new and ever-growing team to help in case you’re looking to expand and grow in the company or have a friend you’d like to refer.

Recruitment Management

SEAN GALLAGHER
Recruitment Manager

The team is spearheaded by Sean Gallagher, who shares his nearly a decade of ASP experience to guide the team and his expansive security experience. Feel free to reach out to him for any referral bonus payouts, canine handler positions, and office postings at sgallagher@aspsecurity

Residential/Commercial

KEBA WALTERS
Assistant Recruitment Manager

Reach out for any promotional opportunities and any general inquiries for the Residential/Commercial division at kwalters@aspsecurity

MOHAMED KHAN
HR RES/CIC Recruiter

JASON TONINI
HR RES/CIC Recruiter

Both Jason and Mohamed bring in a mix of a background in recruitment as well as security and can guide you or your referrals through the ASP process smoothly. Reach out to Mohamed and Jason for any Residential, Commercial, or Specialist roles at
mkhan@security-asp.com and jtonini@security-asp.com

For any crossing guard or orientation inquiries, please reach out to recruitment@security-asp.com

Aviation

NADIA ONORATO

Nadia, one of the team’s most experienced Recruiters, can assist with any of the following roles: Calgary Airport, Billy Bishop Airport, Ottawa Airport, Sudbury Airport, TPIA Specialists, Operational Support Reps, and Aviation Supervisor roles and can be contacted at nonorato@security-asp.com

TASIYAH MCDOOM

Tasiyah, coming from the residential/commercial side to aviation can assist with TPIA Access Control Security positions and any questions you may have regarding Transport Canada Clearance forms at tmcdoom@security-asp.com

AMINA ALI-RAGE

Amina is another invaluable member of the team and can support you with any inquiries regarding Transport Canada Application and RAIC form signing for Toronto Pearson Airport (TPIA) at aalirage@security-asp.com

We’re very excited to welcome our new recruitment team members to ASP! Any further questions can be sent to recruitment@security-asp.com and we’ll get you connected to the right person!


By Sean Gallagher, Keba Walters & Tasiyah McDoom

Our Recruitment team is excited to announce our latest competition, and all it takes is a few taps on your smartphone. To enter our #LetsFollow Challenge, follow the 3 easy steps below:


We are asked questions about how to refer candidates and what we are looking for. We are always looking for referrals. Here’s what you should know:

  • Follow ASP Security on Instagram and LinkedIn
  • Tag 2 friends in Security on our post
  • Share any of our posts with the hashtag #LetsFollow on one of your social media accounts (i.e. Instagram, LinkedIn, Facebook).

That’s it! If you follow these 3 steps, you will be entered into our draw for brand-new Apple Airpods! You can enter as many times as you want, as long as you are tagging different people each time.

Our Recruitment team loves giveaways, so stay posted on our social media pages (Linkedin and Instagram) to stay up-to-date with any and all contests and giveaways, along with our special shoutouts. Our social media pages are our hub of information regarding new positions, trainings, industry news, programs and competitions, and mostly showing our appreciation for… well… YOU! Our people are the source that drives us to be better, and these pages are our chance to showcase that.

“Our Recruitment team loves giveaways, so stay posted on our social media pages (Linkedin and Instagram) to stay up-to-date with any and all contests and giveaways”

Interested in winning a brand-new pair of Apple Airpods?!

Congratulations to our last grand prize winner, SCGS Crossing Guard, Olga Plunkett! She participated in our referrals competition last month and won a 50” TV!

As always, we encourage anyone to refer their fellow security guards to our company, especially if you see a role posted that would be perfect for them. If your friend is hired, after 90 days we’ll send you $100. It’s that simple! Just make sure you tell them to add your name when they come in for their interview!


Please send any of your friends resumes that you think would be a great addition to our company to recruitment@security-asp.com or to apply for a specific position, apply online at www.security-asp.com.

Our #LetsFollow Challenge begins July 1st and continues until August 1st . We will be announcing the winner shortly after. Until then, #LetsFollow ASP and win!


By Sean Gallagher, HR Recruitment Manager

The recruitment team appreciates the effort from everyone throughout the ASP Incorporated organization who have been trying to refer qualified candidates to our growing company. For 2020, we received over 60 referrals from current employees and 40 referral bonuses have already paid out. The additional bonuses will be paid when the referred employees complete their 3 months of probation.

We are asked questions about how to refer candidates and what we are looking for. We are always looking for referrals. Here’s what you should know:

1. How do I refer a friend for a position with ASP Incorporated?

A: There are a few different ways you can do this, the first being giving them the “refer a friend” cards that are available from any ASP recruiter and writing your name on the back. The second choice is to ask your referral to forward their resume to recruitment@security-asp.com. Please make sure they put your name on the e-mail or you can send their resume to us. The last one is to have your referral visit www.security-asp.com where they can click on “current opportunities” and apply for any position they feel they are qualified for and they can add your name under “How Did You Hear About This Position?”.

2. I have referred someone, and they were hired, when and how do I receive my referral bonus?

A: Good question! If your referral was hired, they now have to attend training and work with us for 90 days consecutively. As soon as your referral hits their 90 days, Sean Gallagher, the Recruitment Manager, gets a notice and informs Accounting as to pay it out. You would then receive the bonus on your next paystub.

3. My referral wasn’t interviewed or selected; did I do something wrong in the process?

We receive hundreds of referrals over the year which is amazing, but a good number that don’t qualify for the positions they apply for. Don’t get me wrong, we do offer other positions if we feel they are a fit them but sometimes it doesn’t work out.

I would suggest this rule of thumb:

Crossing Guard:

  • Outgoing personality!
  • Ability to travel throughout North York and/or Etobicoke
  • Availability for Monday-Friday 7am- 4pm weekly.

Access Control or TTC Screeners:

  • Customer service experience
  • Entry level security experience (valid Security license)
  • 3-4 days of open availability
  • Ability to work consistently overnights preferred

Specialists/Supervisors:

We get a lot of interest in these positions, they require:

  • 2-5 years of Tactical Security experience
  • Supervisory background/experience
  • Ability to work 12-hour shifts

We appreciate and review all referrals brought forward by our employees, and we try our best to find a fit in our company that matches each level of experience.

We encourage those who aren’t selected to try again in 6 months, and we will definitely re-evaluate at that time. Simply have them re-apply and have them add your name again.

NOTE: If you are looking for a Supervisor position because it is labeled as a NOC B job, Specialists and Mobile positions have Supervisory tasks and duties so they would qualify


By Sean Gallagher, HR Recruitment Manager

2020 has been a year in most cases the world would like to forget, except in A.S.P. Recruiters’ cases. We have had over 70 employee referrals sent in over the past few months and they do not seem to be stopping any time soon!

I would like to thank all employees who have been sending their friends, family, and colleagues to our North York office for security and crossing guard positions. Without your help in these tough times, we might not have found the quality of guard you have sent us, so THANK YOU.

I would also like to mention that the referral bonus has been sent out to numerous A.S.P. employees and will continue during the next couple of weeks left in 2020. This being said, we are still welcoming employee referrals for all open positions and we have made the process even easier.

If you contact your Recruiter for your division or any of the Operation Managers, they all have A.S.P. Hiring cards on them that have a “Refer a Friend” area on the back of the card, like so.


By Sean Gallagher, HR Recruitment Manager

Precautions to Prevent the Spread of COVID-19

With COVID-19 in effect for the past six months, a lot has changed in the world, including how our company must recruit.

We have worked effectively and efficiently to create a safe and sanitary process for recruiting and interviewing not only for the candidate but the recruiter as well.

Here are a few of the processes we have been following:

  • Video Interviewing.
  • Face to face interviews with masks on and 6-10 feet between interviewer and interviewee.
  • Sanitizing the chairs and tables in the interview rooms.
  • Candidates fill out a COVID release form, use hand sanitizer and put latex gloves on before the interview.

Referral Bonus

We are introducing a referral bonus company-wide for all security, customer service, crossing guard and office positions.

If you know someone who would make a great fit in our company, please have them apply at www.security-asp.com and make sure they mention you as a referral on the site.

For you to be eligible for a $100 bonus per referral, they must:

  • Be hired on with A.S.P. Incorporated.
  • They must mention you as a referral either at the interview or on the application.
  • Work a minimum of 2-3 shifts weekly.
  • Stay with A.S.P. for 3 months or longer.

Once they pass probation, you will receive your bonus electronically from our payroll department. If you have any questions about this, please do not hesitate to contact Sean Gallagher at sgallagher@security-asp.com.


Video Interviewing Etiquette

When video interviewing for an internal posting, please keep in mind:

  • Dress as if you were going for a formal in-person interview (do not underdress).
  • Make sure the Video Interview forum (Zoom, Microsoft Teams or Skype) works by signing on 10-15 minutes early.
  • Be seated at a desk or table and not walking around or driving.
  • Keep the background “glare-free” and keep clear of background objects and noises.
  • Speak clearly and take your time answering questions.
  • Make sure your WI-FI connection is excellent sothere isno lag in conversation.

Example of what not to do in an interview:

We conducted an interview right after COVID 19 closures started and had a candidate accept a date and time. Our recruiter called into the meeting, and the candidate answered while driving. They placed the phone in the cup holder and wanted to continue the interview. The candidate didn’t have an option to keep eye contact or elaborate on questions because they were too busy watching the road.

To make things worse, the candidate decided to ask the recruiter to wait a moment while she pulled through a Tim Horton’s drive-thru window to get a coffee. The candidate left the volume and video running while she ordered. The process took around 4-5 minutes, and the recruiter also witnessed the candidate being rude to the drive-thru window attendant. Once the candidate came back, the recruiter ended the interview and decided not to move forward with them.

The point to this story is that if you are truly interested in a position, please follow the above steps and always be positive and professional.