Professional Documents
Culture Documents
Recruitment and
Management
SPOTTING
Process of locating, identifying, and
gathering prelim data on person/s who
has potential value to the current
operations or those that may take place
at a later date.
A. Qualifications
B. Motivations
C. Possible reactions to
recruitment
Plant a seed.
Types / Factors:
Coercion
(exposure of extra – marital affairs,
sexual abnormalities, illegal
activities)
Considerations Prior to Approach
SUITABILITY
ACCESSIBILITY
SUSCEPTIBILITY to CONTROL
2. PLANNING the APPROACH
3. DEVELOPMENT of RAPPORT
4. EXPLOITATION of MOTIVES
Ideological
Emotional
Material
Coercion
5. Cultivation and Development of
Right Attitude
PREPARATION by the RECRUITER
CO / AH must be professional. He
must give clear / exact order, fulfill
promises, must be aware of, and to a
high degree, be able to cope with
Agent’s human troubles & faults
(nervous strain, illness, jealousy,
discontent, change in motivation,
family difficulties, & employment)
DIRECTION and CONTROL FACTORS
PERSONAL EXAMPLE
OTHER CONTROL FACTORS:
COERCION
AGENT’s NATURAL WEAKNESSES
1. Oral
a. Establish rapport
Introductory rapport
Payment
Re-dispatch / terminations
consideration
Actual parting
SITES
When conducted:
INFORMATION COMPARISON
SURVEILLANCE
ADMITTED TEST
DRY - RUN
SPECIAL TESTS
Determination of
courses of action upon
Agent’s completion
of objectives / requirements
OPTIONS
a. Re – dispatch / re –
employment
b. Re – testing
c. Re – training
d. RESTING
e. TERMINATION
1. NORMAL
1. ABNORMAL
BASES for DISPOSITION / TERMINATION
Inefficiency
Completion of tasks
Voluntary resignation
Acquisition of derogatory
information after recruitment
Agent Handling is an intimate affair