The Art of Asset Searches

We are often asked about asset location and recovery services and what we exactly do, so here is a bit more information about the way we approach asset location and recovery.

The Art of Asset Searches

The art of locating assets is something that we at the Renwick Group have spent a considerable amount of time cultivating and perfecting.

Asset searching often starts with certain searches on the Interent and databases, but for the really in-depth work,  and the tough assignments there is no database available. It therefore takes a lot of original research and creativity to put all the pieces of the puzzle together.

 

We also have access to networks of Canadian, North American and Worldwide “sources” that we have developed over the years that include connections with other professional investigators and search organizations with whom we have worked for years.

 

So if you're looking for asset location and recovery services ... always find out if you are using asset relocation investigators who are relying solely on databases, if so, you may be missing out on finding what you need to satisfy your or your client’s needs.

 

As many clients soon realize, in the Canadian legal system, securing a judgment against a defendant, whether it be an individual or a company, is only half of the battle.

 

The second half is trying to find the assets to satisfy the judgment.

 

The Renwick Group is often asked to find bank accounts, stock holdings, real estate and vehicles or any other assets of value, sometimes the assets can be located anywhere in the world.

Our asset investigations can cover all of the following:

• Asset Tracing
• Asset Recovery
• General Financial Investigation
• Bankruptcy Fraud Investigations
• Money Laundering Investigations
• Embezzlement Investigations

The Renwick Group is a boutique private investigation firm based in Barrie, Ontario. We are focused on Corporate Investigation Services and getting results.  therenwickgroup.ca

City of Ottawa hiring private eyes for internal snooping

OTTAWA — The city’s looking for a few good gumshoes to take over detailed investigations for its corporate security department.

A posting on the popular government procurement bulletin board Merx.com says the city expects to need about 1,000 hours a year of investigators’ time. The posting implies that much of the work involved looking into concerns about the city’s own staff, including surveillance, background checks and working with the police — plus even administering lie-detector tests and sweeping for bugs.

“Support services such as polygraph, statement analysis, and electronic surveillance detection may also be required,” the posting says. The city will pay mileage when somebody needs to be shadowed.

The city wants a firm that can be available around the clock to put together teams of investigators within six hours, who can work in English and French. Neither fedoras nor trenchcoats appear to be necessary.

The contract’s to be awarded in March.

Read more: http://www.ottawacitizen.com/news/City+hiring+private+eyes+internal+snooping/7938571/story.html#ixzz2KeKDh2Fm

The Renwick Group is a boutique private investigation firm based in Barrie, Ontario. We are focused on Corporate Investigation Services and getting results.

Barrie, Ontario, Canada · therenwickgroup.ca

Trends in Pre-Employment Screening Services

The Renwick Group provides full pre-employment screening services to our clients.  We've noticed that this arera of business is changing rapidly, both from the applicant and employer sides, primarily due to new technologies being introduced. 

 

Here is the Wikipedia entry that helps to update us on new trends in Pre Employment Screening.

 

The Market

 

Larger companies are more likely to outsource than their smaller counterparts – the average staff size of the companies who outsource is 3,313 compared to 2,162 for those who carry out in-house checks.

Primary step will be to screen the resume from a list of prospective applicants. A preliminary telephonic or web based interview is held to identify the range of discrepancy within the resume and the interviewee. Such a move also helps to identify whether the resume is professionally written, elaborated or involve resume fraud. Further a series of resumes are shortlisted.

 

Financial services firms outsource the service the most, with over a quarter (26%) doing so, compared to an overall average of 16% who outsource vetting to a third party provider.

 

However, recent research by Powerchex shows a reverse in the trend. They found that in the 2006/7 period CV discrepancies had fallen by 31% to 13%.

Background Verification

Pre-screening background verification and post-interview background checks are two strategies that are involved in pre-employment screening. Pre-screening background verification is deployed when the even the interview will contain data or information which are vital for the organization to disclose. Such a strategy is used mostly in the Military, strategic industries and higher levels of employees. While post-hiring background verification occurs once the resumes are shortlisted for pre-employment screening.

Third party background verification firms allow candidates to screen their own backgrounds on basis of identity, address, references, criminal background checks, drug test, financial records, court record checks and driving license verification and to verify the authenticity of their resume. Such a strategy allows candidates to gain a preferential advantage as it reduces background check expenses from the point of view of the recruiter.

Male/female

It is alleged that men stand a higher chance of clearing the pre-employment screening than women. However equality of opportunity gives women an equal platform for employment as some firms like Facebook, Google insist the candidates not to disclose about their gender during pre-employment screening. This reduces gender bias during stages of pre-employment screening. Women are marginally more likely to have a discrepancy on their CV: 13% of applicants submitted by women have a discrepancy compared to only 10% of those for men.

Impact of qualifications

Graduates have marginally less discrepancies: 13% of their CVs contain a discrepancy compared to 17% of non-graduates.

Impact of seniority and age

Since Equal Opportunity or Equality of Opportunity is considered important and ethical in the job market, seniority of age is left to question in the preliminary stages of pre-employment screening.

 

However the age of the candidate can be verified from various documents that are mandatory to be submitted. However the recent trend is to follow the equality of opportunity to all the candidates at the preliminary stages of screening. Someone in a junior administrative position is 23% more likely to have a discrepancy on their CV than in a managerial role. An applicant aged under 20 is 26% more likely to have a discrepancy than a 51-60 year old.

 

The Renwick Group Provides Full Pre Employment Screening Services - www.therenwickgroup.ca

 

Source: http://en.wikipedia.org/wiki/Trends_in_pre-employment_screening