Preemployment screening for security personnel should be comprehensive and should include a detailed employment application and multiple face-to-face interviews with separate interviewers. A paper-and-pencil or polygraph test, criminal history verification, physical examination, driving record checks, and drug screening also can aid the screening process, but their use will depend on applicable State law and company policies. Training has assumed major importance in negligence lawsuits and is essential to the maintenance of a professional and efficient security force. Training should be based on an analysis of the organization's liability risks, as well as including basic training in such areas as legal powers and limitations and report writing. Specialized preassignment, assignment-specific, and periodic inservice training also should be provided. Results of each training phase should be documented, and semiannual evaluations should be undertaken. A structured promotion and reward policy also can demonstrate the organization's concern for career development, while motivating employees. Proper supervision is essential. A good supervisor-employee span of control is one to six. By recognizing risks and emphasizing screening, training, and supervision, security managers can reduce liability exposure. 5 figures.