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Mainly in the print media, plays an important role in the recruitment process.



Information is sourced from various constituency offices throughout the twin-island republic regarding prospective security personnel.

TRAINING & Examination

TRAINING & Examination:

Consideration is given to the engagement of candidates who have been successful in the examination and background check process of the Trinidad and Tobago Police and Military Forces but were unsuccessful due to lack of available recruitment spaces.



With other para military organizations e.g. Civilian Conservation Corporation (CCC) and Military.

Stringent Screening and Interviewing Processes

The company undertakes a very stringent screen and interviewing process of all applicants to ensure the best fit to the organization’s standards.  The process is as follows:

Step 1:

S.W.A.T. implements an initial screening and selection process based on the candidate’s education, skills, abilities, appearance, behaviour, attitude, mannerisms, grooming, and cleanliness. It is this first interaction that determines if a candidate moves to the next stage.

Step 2:

Candidates provide supporting documents to facilitate the employment process. A Basic Aptitude test evaluates the candidate’s grammatical skills and social awareness. For candidates with security experience exceeding two years an Advanced Aptitude test evaluates the candidate’s ability to write reports and complete post diaries, pocket diaries and station diaries.

Step 3:

An interview is conducted by the in-house Private Investigating Unit. This is followed by a confidential background check for specific job assignments.

Step 4:

Once steps 1 through 3 are completed, the applicant is interviewed by the Human Resources Manager, in conjunction with the Training and Development Manager, who assess the candidate’s skills and competencies and get a feel for the individual’s personality.  After successfully completing Step # 4 candidates are enrolled in Training School for a period of three (3) weeks.

During the program trainees are monitored closely for peculiar behavior that is inappropriate for an officer. If the situation warrants it, immediate action is taken.

As part of the program, candidates also receive training from corporate professionals within the Business Sector, Fire Service, Legal and Public Sectors.  At the end of the second week, the candidates write an examination, and once successful they become part of the S.W.A.T. Estate Police Team.

Strict Disciplinary Systems

The best security service is rooted in strict discipline. Therefore, Rules and Regulations form an integral part of the S.W.A.T. officer’s contractual employment agreement. Violation and Breech of the Rules and Regulations of the Company ensure result in officers being held accountable and disciplinary action administered as necessary. The objective of this approach is corrective rather than punitive. In action, the Company has the right to reprimand, suspend, dismiss or otherwise discipline employees for reasonable cause.

Our Employment Evaluation Standards

S.W.A.T.  provides critical support programs to empower its Team thus ensuring that they are have the right mindset while on the job, we.

Aggressive Behaviour Management Program

Critical Incident debriefing services are offered to employees who have witnessed or have been traumatized by an event. It provides an opportunity for them to deal with this trauma in a psychologically safe environment and facilitates their return to an efficient level of equilibrium.

Psychological Evaluation

S.W.A.T. strictly adheres to the legal requirement mandated by the Ministry of National Security that all persons who carry firearms are subjected to a psychological evaluation; this helps to ensure that those charged with this responsibility are of the required caliber.  Additionally, psychometric evaluations are being devised to be incorporated as an integral aspect of the recruitment and selection processes. Employees are also monitored using strict drug screening procedures.