Understand that "Personal Security Officer" is a professional service, so keep your expectations realistic. Look for “Executive Protection” specialists who, like the Secret Service, are proactive, clean cut, intelligent, articulate, educated professionals. Contacst these specialists with the stereotypical 400 pound thugs. These "bodyguards" are actually working as basic security guards, bouncers or bounty hunters that think they can be a bodyguard but lack the specialized training needed.

Look on the Internet for your state’s private security company regulations and learn the name of the required license for “Bodyguard” or “Personal Protection Officer” or something closely related. The candidates will need this license in order to work for you. That said, do not assume that a "Bodyguard" license from any state is in and of itself a good indicator. These licenses have names like Personal Protection Officer (PPO) or Personal Protection Specialist (PPS) and are probably required for the individual to work for you but most are acquired with very little training that anyone can get if they have a "Security Guard" license and $100 to pay for the course.

Ensure your selected candidates are graduates of a Government Protective service or Executive Protection course, United States Secret Service, US Dept. of State's Diplomatic Security Service, Federal Law Enforcement Training Center (FLETC), US Army Military Police School (USAMPS), US Army Criminal Investigation Division (CID), US Naval Criminal Investigative Service (NCIS), US Air Force Office of Special Investigations (OSI), British Special Air Service (SAS) or graduates from one of the few, recognized and respected civilian executive protection courses.

As a second choice, consider “Executive Protection/Protective Services/Corporate Security” personnel from a Fortune 500 corporation like Microsoft, Dell, Boeing, IBM, etc., with direct (not limited or collateral) experience. Get a photocopy of the applicant’s driver’s license, Social Security card and copies of any professional certificates.

Get a background check on the web and pay for a simple criminal history check. Have every candidate sign a Non-Disclosure Agreement before discussing your needs. Look for specific experience, and ask for examples of how the candidate has demonstrated proficiency in skills including, but not limited to, the following:

Ask the candidate about "big name" people s/he has protected. If s/he gives you a list of names, those names would likely be okay. However if one starts revealing personal information it is possible that they are violating non-disclosure and confidentiality statements they agreed to. At the same time, do not accept the response "I can't tell you for reasons of privacy." Good bodyguards are very careful about divulging information about former clients or protects, and will find a way for you to verify their claims without violating confidentiality agreements.