Executive Protection and Why You Should Outsource
Make your own or outsource executive protection? The decision is totally yours, but there are solid reasons you should go with the second. Of course, the possibilities are endless, but the most important factor here is the safety, productivity and satisfaction of the principal, as well as the executive protection program’s overall viability.
Below are two most compelling reasons for outsourcing executive protection in any case:
Experts have, well, expertise. Their teams boast hands-on corporate executive protection experience in that can be decades upon decades long. Their operating procedures have weathered the test of time and application. They have mastered recruitment and training of agents for success. And they can apply whatever skills they learned from one client, to another.
Unlike an organization developing its own executive protection program, expert partners that have worked with plenty of other clients usually benchmark against other programs. They have worked hard to earn their sense of “best practice” in the industry. And they offer this to their clients in a variety of ways, from program creation to implementation to staffing.
Less Corporate HR Burden
The second major benefit offered by full or partial executive protection outsourcing is a reduction in the responsibilities of the client’s HR department. Executive protection is rarely, if at all, a core competency of any business, from the smallest to the biggest. Alone, staffing and operating an executive protection program demands expertise in locating, screening, training, and paying on and off-boarding executive protection managers and agents, and that’s not even scratching the surface. Corporations usually decline from using headcount or dedicating HR expertise to such a service, which is specialized but non-core.
Of course, it is an opposite scenario for companies that do specialize in executive protection. The have a vested interest and are experienced in sourcing candidates with the best potential for sustained success. They recognize the need for developing people who have useful skills, and are experienced in providing an annual training program to improve agent capabilities. And they are aware of the importance of spotting talent, and encouraging the brightest to follow career paths of expanding expertise and responsibility.
Additionally, specialist partners have a reliable reserve of pre-screened candidates, and should one not work out for any reason, replacements can be made fast and efficiently. They even have instant access to a worldwide professional network of closely-vetted vendors, and this gives them the capability to provide complementary services around the globe. Furthermore, with the help of their special partners, they can control their clients’ legal exposure, as well as erase the requirement for special licensing and insurance coverage.
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