Case Study: My Experience With Security

Executive Protection and Why You Should Outsource

Make your own or outsource executive protection? The decision is yours, but some concrete reasons make the second the wiser option. 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.

In any case, here are two most compelling reasons you should outsource executive protection:

Tested Expertise

Experts work with, well, expertise. Their teams have practical experience in corporate executive protection that can span for decades and decades. Their operating procedures have weathered the test of time and application. They know how to hire and train agents on the path of success. And they can apply whatever skills they learned from one client, to another.

As opposed to an organization that is developing its own executive protection program from scratch, expert partners that have served a lot of companies can develop standards to guide them in 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

Outsourcing a client’s executive protection program, partially or fully, also benefits a client substantially by reducing the burden of its corporate HR. Executive protection is rarely, if at all, a core competency of any business, from the smallest to the biggest. Staffing and running an executive protection program alone requires expertise experts in finding, screening, training, and compensating on-boarding and off-boarding executive protection managers and agents, and that’s just the tip of the iceberg. In most cases, corporations prefer not to dedicate HR expertise to such a service, which is specialized but non-core.

Of course, when it comes to firms that specialize in executive protection, the situation is totally different. Aside from a vested interest, they also have experience in finding talents who have the best chance for continuing 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. What’s more, they have instant access to a global professional network of closely-vetted vendors, allowing them to secure complementary services internationally. Furthermore, with their special partners, they can lessen the corporation’s legal exposure and erase the need for special licensing and insurance.

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