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Two Major Reasons for Outsourcing Executive Protection

Develop 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 infinite, but the safety, productivity and satisfaction of the principal is the most critical factor here is, and so is the executive protection program’s general viability.

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

Established Expertise

Experts have, well, expertise. Their teams boast hands-on corporate executive protection experience in that can be decades upon decades long. They have operating procedures that have stood the test of time and practice. They are masters of recruiting and training agents for success. And they can apply the skills they have learned when they worked for one company, 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. Their sense of what “best practice” means in the industry, is something they have labored hard for. And they offer this to their clients in several ways, from program development to implementation to partial or complete staffing.

Minimal 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. Even the largest and brightest companies do not have executive protection as a core competency. To staff as well as manage an executive protection program alone, you need experts in hiring, training, and paying off and on-boarding protection managers and agents, and that’s just the icing on the cake. 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. Aside from a vested interest, they also have experience in finding talents who have the best chance for continuing success. They appreciate the requirement for developing people with relevant skills, and are familiar with the process of engaging them in a yearly program that boosts agents’ capabilities. And they know the value of recognizing talent, and motivating the best to follow career paths of where they can grow in expertise and responsibility.

In addition, specialist partners have a dependable reserve of vetted candidates, and if anyone should not work out for whatever reason, a replacement can be put in place in an efficient manner. 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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