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“Seeing Is Believing”

“Seeing Is Believing”

Why use surveillance?

The ability to actually see something unfolding before your eyes gives compulsive evidence. Surveillance with accompanying witness statements, video footage or stills photographs, in many cases, solves an investigation immediately. To actually get to that point though can take a long time in some instances or similarly can be over and done with in a matter of a few hours. The art of surveillance is in the timing of the operation, the background planning, the number of operatives involved and clear information from the client concerning the subject(s).

Surveillance is an option in many different types of instances:

  • An employee off work ill may be working elsewhere
  • A senior executive may be planning setting up their own business and taking valuable clients with them
  • Your best sales person may be in the process of moving to a new employer and lining up clients to take with them
  • Alternatively, your worst performing sales person may just be sat at home or in their car and not making sales calls either in person or on the phone
  • It could be for a suspicious wife who thinks her husband may be having an affair.
  • Cohabitation issues may need surveillance. Maintenance payments may be cut if it is proven a former wife or husband is living with a new partner.
  • Competitor intelligence

Surveillance is utilised in conjunction with other areas of investigative work. Eg Mystery shopper/Test purchase activity or surveillance may help set the scene for say the service of documents.

The key to all of the above is in the use of experienced operatives who are able to both plan and carry out a surveillance operation. Being alert at all times, utilising technology to the best of its ability, knowing when and where to follow a subject and when to remain stationary, are just some of the areas where using the right people make the difference to achieve an outcome.

Employment “Try Before You Buy”

Employment “Try Before You Buy”

Checking out potential employees

Some Companies/organisations still seem to work on the principal that if someone seems OK on an application form that they will be a good worker and a good member of staff. Alternatively, if “Joe” from down the local pub knows “Bob” and says that that he’ll be OK that this constitutes a job interview.

Employment Law may in some cases be more favourable to the employer, why waste time taking on someone when you don’t properly check them out in the first place. Properly structured staff vetting alleviates such issues further down the line.

Would you still be looking to take someone on if you knew that the degree they claimed they’d got from University turned out to be a grade E GCSE in Art from their local high school? What about employer references? Check the dates of leaving and then starting a new job. Any gaps? If so why. Chances are there may be a straight forward explanation. However, it may be that they were sacked for misconduct from their former employer but equally they may have gone travelling and taken three months out.

Including a relevant clause in an application form to enable references to be taken up prior to starting work with a new employer, means that you can get to know a fuller picture of a potential new member of staff. Ask for all school, college or university information as well as part time jobs previously held.

Recruiting staff who are going to stay with you for many years is what you need to be aiming for. Getting it right in the first place saves a lot of time later on, both in the getting rid of a current staff member and recruiting a new one as replacement.

Check them out first!