Two Major Reasons for Outsourcing Executive Protection
Design your own or outsource executive protection? The decision is exclusively yours, of course, but there are concrete reasons the second makes more sense. 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, these are the two most compelling reasons to outsource their executive protection:
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 been tested and proven. They have mastered recruitment and training of agents for 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 this they offer to their clients in a whole range of ways, from creating programs to implementing them to dispatching full or partial staffing.
Less Corporate HR Burden
The other major benefit of outsourcing executive protection – whether in part or in full – is the reduction of the burden of the corporate HR. Even the largest and brightest companies do not have executive protection as a core competency. 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. Majority of corporations would rather not use headcount or devote HR expertise to this specialized but non-core service.
As you might expect, the situation is different for firms that actually specialize in executive protection. The have a vested interest and are experienced in sourcing candidates with the best potential for sustained success. They appreciate the demand for developing people who have these niche skills, and are used to ensuring that all agents engage in an annual training program that enhances agent capabilities. And they are fully aware of the importance of spotting talent, as well as encouraging the best to follow a career path guided by growing responsibility and expertise.
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.