Monday, March 05, 2012
Investigative Professionals, Assist USPS to convict Adekunle Adetiloye for Credit Card Fraud
Anni Adkins and Joe Hoover, the owners of Investigative Professionals LLC, and the producers of this blog helps nab one of the largest high-tech bank robberies in U.S. history. Read the whole story by Dave Kolpack of the Associated Press in the Desert New.
Their company Investigative Professionals have been conducting background checks for the public and companies since 1999.
They operate two additional websites: HowToInvestigate.com and BackgroundChecksUSA.com. You can apply for memberships at InvestigativeProfessionals.com
Adkins and Hoover also developer "Secrets of Top Private Eyes," Pi Course 101 an online training course for professional Investigators.
Their company Investigative Professionals have been conducting background checks for the public and companies since 1999.
They operate two additional websites: HowToInvestigate.com and BackgroundChecksUSA.com. You can apply for memberships at InvestigativeProfessionals.com
Adkins and Hoover also developer "Secrets of Top Private Eyes," Pi Course 101 an online training course for professional Investigators.
Tuesday, February 21, 2012
Friday, December 16, 2011
Database & Public Records Searches
| by Joe Hoover Databases When we were growing up, adults cautioned us against doing anything wrong, anything bad, because, “it will go on your permanent record.” Well guess what: Everything goes on your “permanent” record - from the time you were born! Your birth was recorded at the hospital, at the county courthouse, and in your state's department of vital records. With very few exceptions, every American is on file somewhere. Hundreds – if not thousands - of repositories throughout the country and around the world have a record “of” you - and numerous details “about” you. There are records of the schools you attended along with your grades and degrees earned. Your vehicles, aircraft, vessels, and the property you own are all recorded. Finally, after your death, the Social Security Administration records your demise in its Death Index. Fact: There are 739,000 registered sex offenders in the USA! Q: How does one go about accessing sex offender records? A: Nation-wide sex offender records are available – if one knows where to look. Fact: Most people have no idea the number of databases they are part of nor of the amount of data/information out there which concerns them. The Challenge: How to sort through the mountains of data and determine what data is relevant for your purpose. Then, how to organize it be interpreted into useful content. Cost effective alternative: Determine which of the experts – like Information Providers - to hire to accomplish these tasks. Q: First of all, what is data? A: Data is a selection of facts that can be translated into a cornucopia of possibilities. Data is collected on property, businesses and credit transactions. Personal, individual data can range from magazines subscribed to, every residence a person has reported when applying for credit. Q: Who collects data? A: Data is collected by both the government and the business sector. Q: Who owns data and how is it distributed and sold? A: The original collectors of the data - including government entities and the credit bureaus - own the original data, which is often sold and resold to Data Brokers and Information Providers. Q: How does one go about tapping data sources, and then translating and interpreting that data into useful information? A: Value Added Information Providers interpret compiled data so that it “tells the story,” and “paints a virtual portrait” of the subject in question. Q: For what purpose is data accessed? A: Records searches are conducted to: • Locate people for reuniting family members or collecting on a debt. • Gather background information on individuals and businesses. • Learn about births, marriages, deaths, addresses, phone numbers • Get the facts about the person with whom one intends to establish a personal or business relationship • Make sure the information you've been furnished is true and that the person you're hiring or renting to checks out. • Learn about a business, its reputation, financial status, and standing in the community. • Seek information about property and assets to enforce a court order or judgment • Find out whether or not one is an heir to money or property. Q: What “types” of records are out there? A: Public, or “open” records, semi-private records, and private records. • Public/Open Records: These are records open to public scrutiny. You have a broad right of access, without discrimination, to government information. Data are gathered and cross-referenced by a host of database brokers, combined, traded and sold to other data brokers and systems operators, and ultimately sold to end-users, like Information Providers. Note: You do not need too prove a "need to know" or furnish a reason "why" you seek certain information. Plus, once you have that information, you are free to use it and disseminate it any way you see fit. You can even sell it. • Semi-Private Records: Access to semi-private, or semi-open records is limited. Legal dictates, state statutes, and business policy may limit access to financial reports, credit reports, medical records, and employment information. • Closed Records: This often classified data is maintained by the federal government. Closed records can be opened only by court order and are not subject to The Freedom of Information Act. All involved in this "data chain" must agree to enforce the regulations of the Fair Credit Reporting Act, the first major Federal law enacted to protect privacy. The Act is for everyone. It’s a federal law that designates which public records are open to the public for either reviewing or obtaining documents. The Act has really helped the general public in making information available, but it is not as important as the local statutes when it comes to state/county/local-held information. Government Data The government, at all levels, records every important event, transaction, and litigation concerning its citizens. Note: Most all records are created at the local or county level. County, Local Municipality: • The Bureau of Vital Statistics keeps records pertaining to births, marriages, divorces, and deaths. • Court records are kept at the courthouse, including records of circuit, county, civil and criminal litigation. • The Department of Licensing maintains a variety of records including occupational and fishing. • County records will help you with pre-relationship, child custody, pre-employment, tenant, business background, and asset investigations. County records are often forwarded to the state capital in summary form for permanent storage, so if you need to see the entire record, first ask at the local county courthouse about where everything is stored. More info on County Records-> States: Most every state's capital has a repository for records from all its counties, as well as a collection of records from state-level departments and agencies. More info on State Records-> Court records are included with the records of the Department of Justice, State Supreme Court. Links to all courts-> The Secretary of State's Office is the central repository for a variety of records, including the Department of Motor Vehicles. Included in all Secretary of State's corporate and partnership filings are records regarding business and financial licenses and judgments, including corporation and Uniform Commercial Code (UCC) filings, plus information about worker's compensation cases. National: The laws are fairly consistent here, but at the state and county levels, interpreting the rules and laws regarding the release of information varies from state to state, county to county. More info on National Records-> Each state has an act. For example, Georgia has an Open Records Law and that stands side-by-side with The Freedom of Information Act. These laws vary from state to state. Anyone can obtain certain records about individuals, companies, associations, and the like. Federal: US Government records are maintained in a number of depositories and government departments. The two largest are The Library of Congress, the nation's mega-library, and the National Archives, a vast repository of government records and census. The Interstate Commerce Commission and the Securities and Exchange Commission keep extensive records about public companies. The US Government Printing Office provides a selection of directories and books to help you weed your way through the maze of government records. Most Information Providers have federal records sources on-line. All these records are open to the public. Note: Finally, almost every important government department and bureau in every state is now – at last - on-line, waiting to take your credit card in payment for information. Business Databases Data collected by businesses are generally used to determine a person’s credit worthiness or for marketing and sales purposes. Personal information is routinely gathered and sold to large marketing companies. Some of these companies, such as magazine publishers, sell their information to data brokers. This information could be very useful if you are attempting to locate a skip. The Credit Bureaus: These giant repositories of each and all of our credit worthiness gather credit data about individuals from a vast network of retailers, businesses, and financial institutions. Data, provided by member businesses, is collected by the credit bureaus. In exchange for this data, they provide credit information to all their members. Here’s how the process takes place: A person applies for credit for a purchase, a loan, or a lease. The information provided becomes part of the major credit bureau’s “credit headers.” These headers, which are comprised of the applicant’s name, Social Security Number (SSN), date of birth (DOB), and addresses “reported” on an application for credit. This reciprocal arrangement depends on the completeness and accuracy of the information provided by the client, the business and the credit bureau. Business Credit Reports: These are complete in-depth Reports and are readily available - about any business, regardless of its size – from Information Providers. The Law: Credit information is confidential and can only be released to those with whom you have applied for credit and to those to whom you have given permission to review your credit history. The The Fair Credit Reporting Act governs how a consumer financial report may/may not be used. The Act: • Prohibits the inclusion of obsolete data • Describes information which must be released to the government • Outlines how a consumer may learn exactly what is on file • Describes how one may challenge incomplete or inaccurate information Information Providers When using an information provider determine what data is being accessed. Some background checks are national in scope while others are actually "multi-state.” The costs, response times and quality of these checks vary widely from company to company. Consider having a check done on oneself if concerned about incorrect information or what potential employers might find. Value Added Information Providers Investigative Professionals maintain up-to-date “database broker-direct” connections to all pertinent state, county, municipal, civil and criminal records. Investigative Professionals interprets and translates DATA for their many varied clients, to VALUABLE, USEABLE, INFORMATION. Investigative Professionals offers complete multi database searches. Conduct a Complete Background Check for the public and Individual Database Searches for Businesses. Article provided by: HowToInvestigate.com Investigative Professionals LLC ©, Information Providers HowToInvestigate.com for individuals InvestigativeProfessionals.com for businesses |
Thursday, November 10, 2011
Our Littlest Private Investigator
Never too young to start a career as a Private Investigator. This is our granddaughter Isabel already on the job.
Friday, September 17, 2010
The Cost of NOT Conducting an Employee Screening
by Joe Hoover
Here’s THE BIG QUESTION: “What risks do I face if I
don’t screen an applicant?”
These are THE RISKS:
(Note: This is a “worst case” summation of the major costs of NOT doing a
thorough background check.)
• Possibility of being liable; of being sued
• Negative news coverage and possible loss of reputation of the company
• Stress of litigation and the investigative process
• Cost of legal defense, even when not guilty
• Loss of time, productivity, and income; another training period
• Loss of equipment and property if by theft
• Cost of training a new hire
• Loss of income/profits in general
• Theft, embezzlement, a shooting, a sexual assault
MORE SPECIFIC RISKS:
A person with a job in the accounts receivable department, if inclined, has the
advantage to embezzle. An unscrupulous person employed as a cashier might be of a mind to steal from the till. A job that involves stress and close proximity to
others could result in violence aimed directly at you or your employees. A heavy
equipment operator with a drinking problem or medical issues could cause serious
injuries or death. You could be held libel.
A NOT UNTYPICAL SCENARIO:
. . . He talked the good talk, stated he had experience in allied fields, and had participated in various related endeavors and projects and enterprises - expertise and experience you could use in your business. Six months down the
road he’s calling in sick and showing up late. That’s when you find out about his drinking problem. And the five DUIs you didn’t know about. And it could be way down the road before you discover any of this . . .
THINKING BACK . . .
That $19.95 “Criminal Search” you ran: You’re not sure whether he even gave you his correct date of birth! The “Search” results came back: He was “clean.” Of course he was...
Add to the dilemma six months of poor production and the repercussions of poor management on the subject’s part. Plus, once again, your time is on the line; you’ve got to go through the unpleasant interviewing process all over again . . .
But, now, finally, the bad experience is behind you and you’re ready to move on. It was costly, but you’ll survive. Right now you’ve got to hire somebody else.
All that money you spent on training the first loser, and you’ve gotta’ spend it all over again . . .
What it boils down to is: you saved a couple hundred bucks. You could have lost your company!
WORKPLACE VIOLENCE:
By not conducting a background screening at all, you, as the employer, could be subject to lawsuits and crippling penalties - plus court awards - if an employee you didn’t check out commits a crime against a fellow employee or a client.
HUMAN RESOURCE DEPARTMENT HEADACHES:
The cost of employee theft and fraud and the cost of recruitment and retention are some of the things that keep Human Resource professionals up at night.
LIABILITY ISSUE:
Governing bodies and courts in the United States have created laws regarding employers' responsibilities. It pays to KNOW who you are hiring before you put your clients and employees at risk. What if the guy had been driving the company vehicle and got into an accident; maybe injured or killed somebody. Or hurt somebody in the warehouse while he was operating a fork-lift.
Was he going into people’s homes, representing your company? What if he commits a crime, like rape? You could be held liable. What if he was a sex offender, a real risk to you and your employees, and you didn’t check?
Theft from employees is always a possibility. It’s not just your property either; he might have stolen your client list!
He could have been a repeat “Workman’s Comp Offender,” looking for an easy mark: You.…
EMPLOYER’S RESPONSIBILITIES:
Not all risks can be measured in dollars alone. Consider loss of talent, loss of morale, loss of reputation. By law, an employer must exercise due diligence in hiring to ensure that people selected do not pose a threat to others. Poor hiring decisions can have long-term financial and legal ramifications for employers and your other employees. A meticulous pre-employment screening can significantly reduce the risks.
APPLICATIONS:
People lie on their resumes and job applications: Forty percent (40%) of
applicants lie. And, they usually get away with it! Sixteen percent (16%) of executive résumés contain false academic claims and/or material omissions relating to educational achievement. It’s called, “resume ‘fluffing.” No wonder there is a rise in background checks being conducted by employers!
CONSIDER THIS:
• Criminal conviction rates are on the rise nationally among job applicants.
• Employers lose sixty percent (60%) of negligent hiring/supervision jury trials.
• Jury award against employers in sexual harassment lawsuits: More than $250,000.
• Inconsistencies between resume information and background check data continue to increase.
• One-third of job applicants have one or more violations or convictions on their driving record.
• The average jury award for negligent hiring against companies, big and small is $900,000.
• Thirty percent (30%) of all business failures result from theft or
embezzlement.
COST
Detailed background checks that include state-wide and national criminal checks, employment verification, educational achievement verification - plus several other standard checks - costs between $100 and $200.
EDUCATION
Neither the government nor we regular citizens have a way to check whether or not an employee’s Alma mater is a “diploma mill” that requires little, if any, academic work.
Some employers conduct background screenings grudgingly, concerned only about avoiding liability. Typically, only the bare minimum searches will be ordered - mainly to protect against claims of negligent hiring. The courts will decide whether “a reasonable effort” has been applied, should litigation be instituted.
CRIMINAL FACTS
Most all criminal records are indexed by full name and date of birth. The most accurate non-federal criminal records searches are accomplished at the county level.
Professional criminals know the system and the screening processes employers use. Criminals and con artists will likely provide misleading information on applications.
One of the first things criminals learn during “lockup” is: “How to NOT leave a paper trail.” Experienced crooks teach, “Use a different middle initial. Never give out your true identifiers: your date of birth; your social security number; a recent address.”
Most background checks are conducted “pre-employment,” however, if your company has won a contract to do a job for the government, background checks for all participating personnel may be required, even if these folks have worked for you for years.
EMPLOYEE BACKGROUND CHECKS SHOULD INCLUDE:
• Name and address history.
• Social Security number (SSN) & date of birth (DOB) verification.
• National, Statewide & County Criminal: Felony and misdemeanor.
• Previous employment verification.
• Education achievement verification.
• Professional licensing verification.
• Driver history record.
• Derogatory Credit Report entries, such as liens, bankruptcies & judgments.
CHURCHES:
There has been an explosion of litigation - plus a lot of media attention - relating to misconduct by clergy who violated their position of trust in their church. The consequences are devastating for the victims involved, their families, the church and the community. Churches must exercise sound accountability and good judgment when selecting paid employees AND volunteer workers. Churches are subject to law suits for liability damages for the actions of a problem employee AND/OR a volunteer.
TO DO:
Make sure your search includes a criminal search in the applicant's county of residence, plus the counties where he or she resided, worked, and attended school.
Analyze your workplace. Consider the harm and costs a bad hire could bring to your organization. Develop a consistent and comprehensive screening policy.
Let everyone know you conduct systematic background screenings as a matter of course: It’s “Standard Operating Procedure.” Put it on your Web site. Put it in your classified ads. Encourage applicants to be open about past indiscretions, because frank discussions assure better hiring decisions.
See All Articles
Investigative Professionals' Complete Background Check Reports confirms a person's identity and provides the essential facts you most need to know. Background investigations are performed for business or personal reasons. The depth and breadth of information returned will often make the difference between success and failure in a variety of relationships. Investigative Professionals offers free consultation by phone and by email. All Reports are 100% guaranteed & confidential. Compiled Reports are often returned within hours.
Article provided by: Investigative Professionals LLC ©, Information Providers
HowToInvestigate.com for individuals
InvestigativeProfessionals.com for businesses
Here’s THE BIG QUESTION: “What risks do I face if I
don’t screen an applicant?”
These are THE RISKS:
(Note: This is a “worst case” summation of the major costs of NOT doing a
thorough background check.)
• Possibility of being liable; of being sued
• Negative news coverage and possible loss of reputation of the company
• Stress of litigation and the investigative process
• Cost of legal defense, even when not guilty
• Loss of time, productivity, and income; another training period
• Loss of equipment and property if by theft
• Cost of training a new hire
• Loss of income/profits in general
• Theft, embezzlement, a shooting, a sexual assault
MORE SPECIFIC RISKS:
A person with a job in the accounts receivable department, if inclined, has the
advantage to embezzle. An unscrupulous person employed as a cashier might be of a mind to steal from the till. A job that involves stress and close proximity to
others could result in violence aimed directly at you or your employees. A heavy
equipment operator with a drinking problem or medical issues could cause serious
injuries or death. You could be held libel.
A NOT UNTYPICAL SCENARIO:
. . . He talked the good talk, stated he had experience in allied fields, and had participated in various related endeavors and projects and enterprises - expertise and experience you could use in your business. Six months down the
road he’s calling in sick and showing up late. That’s when you find out about his drinking problem. And the five DUIs you didn’t know about. And it could be way down the road before you discover any of this . . .
THINKING BACK . . .
That $19.95 “Criminal Search” you ran: You’re not sure whether he even gave you his correct date of birth! The “Search” results came back: He was “clean.” Of course he was...
Add to the dilemma six months of poor production and the repercussions of poor management on the subject’s part. Plus, once again, your time is on the line; you’ve got to go through the unpleasant interviewing process all over again . . .
But, now, finally, the bad experience is behind you and you’re ready to move on. It was costly, but you’ll survive. Right now you’ve got to hire somebody else.
All that money you spent on training the first loser, and you’ve gotta’ spend it all over again . . .
What it boils down to is: you saved a couple hundred bucks. You could have lost your company!
WORKPLACE VIOLENCE:
By not conducting a background screening at all, you, as the employer, could be subject to lawsuits and crippling penalties - plus court awards - if an employee you didn’t check out commits a crime against a fellow employee or a client.
HUMAN RESOURCE DEPARTMENT HEADACHES:
The cost of employee theft and fraud and the cost of recruitment and retention are some of the things that keep Human Resource professionals up at night.
LIABILITY ISSUE:
Governing bodies and courts in the United States have created laws regarding employers' responsibilities. It pays to KNOW who you are hiring before you put your clients and employees at risk. What if the guy had been driving the company vehicle and got into an accident; maybe injured or killed somebody. Or hurt somebody in the warehouse while he was operating a fork-lift.
Was he going into people’s homes, representing your company? What if he commits a crime, like rape? You could be held liable. What if he was a sex offender, a real risk to you and your employees, and you didn’t check?
Theft from employees is always a possibility. It’s not just your property either; he might have stolen your client list!
He could have been a repeat “Workman’s Comp Offender,” looking for an easy mark: You.…
EMPLOYER’S RESPONSIBILITIES:
Not all risks can be measured in dollars alone. Consider loss of talent, loss of morale, loss of reputation. By law, an employer must exercise due diligence in hiring to ensure that people selected do not pose a threat to others. Poor hiring decisions can have long-term financial and legal ramifications for employers and your other employees. A meticulous pre-employment screening can significantly reduce the risks.
APPLICATIONS:
People lie on their resumes and job applications: Forty percent (40%) of
applicants lie. And, they usually get away with it! Sixteen percent (16%) of executive résumés contain false academic claims and/or material omissions relating to educational achievement. It’s called, “resume ‘fluffing.” No wonder there is a rise in background checks being conducted by employers!
CONSIDER THIS:
• Criminal conviction rates are on the rise nationally among job applicants.
• Employers lose sixty percent (60%) of negligent hiring/supervision jury trials.
• Jury award against employers in sexual harassment lawsuits: More than $250,000.
• Inconsistencies between resume information and background check data continue to increase.
• One-third of job applicants have one or more violations or convictions on their driving record.
• The average jury award for negligent hiring against companies, big and small is $900,000.
• Thirty percent (30%) of all business failures result from theft or
embezzlement.
COST
Detailed background checks that include state-wide and national criminal checks, employment verification, educational achievement verification - plus several other standard checks - costs between $100 and $200.
EDUCATION
Neither the government nor we regular citizens have a way to check whether or not an employee’s Alma mater is a “diploma mill” that requires little, if any, academic work.
Some employers conduct background screenings grudgingly, concerned only about avoiding liability. Typically, only the bare minimum searches will be ordered - mainly to protect against claims of negligent hiring. The courts will decide whether “a reasonable effort” has been applied, should litigation be instituted.
CRIMINAL FACTS
Most all criminal records are indexed by full name and date of birth. The most accurate non-federal criminal records searches are accomplished at the county level.
Professional criminals know the system and the screening processes employers use. Criminals and con artists will likely provide misleading information on applications.
One of the first things criminals learn during “lockup” is: “How to NOT leave a paper trail.” Experienced crooks teach, “Use a different middle initial. Never give out your true identifiers: your date of birth; your social security number; a recent address.”
Most background checks are conducted “pre-employment,” however, if your company has won a contract to do a job for the government, background checks for all participating personnel may be required, even if these folks have worked for you for years.
EMPLOYEE BACKGROUND CHECKS SHOULD INCLUDE:
• Name and address history.
• Social Security number (SSN) & date of birth (DOB) verification.
• National, Statewide & County Criminal: Felony and misdemeanor.
• Previous employment verification.
• Education achievement verification.
• Professional licensing verification.
• Driver history record.
• Derogatory Credit Report entries, such as liens, bankruptcies & judgments.
CHURCHES:
There has been an explosion of litigation - plus a lot of media attention - relating to misconduct by clergy who violated their position of trust in their church. The consequences are devastating for the victims involved, their families, the church and the community. Churches must exercise sound accountability and good judgment when selecting paid employees AND volunteer workers. Churches are subject to law suits for liability damages for the actions of a problem employee AND/OR a volunteer.
TO DO:
Make sure your search includes a criminal search in the applicant's county of residence, plus the counties where he or she resided, worked, and attended school.
Analyze your workplace. Consider the harm and costs a bad hire could bring to your organization. Develop a consistent and comprehensive screening policy.
Let everyone know you conduct systematic background screenings as a matter of course: It’s “Standard Operating Procedure.” Put it on your Web site. Put it in your classified ads. Encourage applicants to be open about past indiscretions, because frank discussions assure better hiring decisions.
See All Articles
Investigative Professionals' Complete Background Check Reports confirms a person's identity and provides the essential facts you most need to know. Background investigations are performed for business or personal reasons. The depth and breadth of information returned will often make the difference between success and failure in a variety of relationships. Investigative Professionals offers free consultation by phone and by email. All Reports are 100% guaranteed & confidential. Compiled Reports are often returned within hours.
Article provided by: Investigative Professionals LLC ©, Information Providers
HowToInvestigate.com for individuals
InvestigativeProfessionals.com for businesses
How to Conduct a Surveillance
by Joe Hoover
These types of investigations may require surveillance.
Important! Of all these, non-professionals should attempt only Relationship Investigations surveillance. All other cases should be handled by the pros.
Who Should Attempt Surveillance?
You can follow and observe someone you know, but to do so you must take extreme cautions. If the target is known to you, you might be better off to hire a trained PI, or recruit a friend or two to do the surveillance for you.
Evidence Gathering for Court
If you conduct surveillance for the purpose of gathering evidence to be presented in court, your timed and dated notes, videotapes, and photographs will have much more credibility with judge and jury if there was a witness present who is willing to testify on your behalf.
Types of Surveillance
There are two types of surveillance: tailing, or shadowing (on foot, or by private and public transportation), and fixed surveillance - also called "the stakeout."
Plan Ahead
Gather all information about the target's habits and haunts before you attempt surveillance. Know the neighborhood you'll be working. Plan possible routes your target might take. Cover yourself by preparing an alternative plan you can put into action should things suddenly go awry. If you've done your homework, you may be able to reestablish a tail even if you lose it.
Research
The more research you do the better. Get to know the neighborhood. Find out where you can sit, where you can be. Learn to be patient.
Learn how to get off the street. One technique is to sit on the driver's side and not the street side: you're waiting for someone. Or, sit in the back seat and slump down.
A female is nowhere near as obtrusive as a male. Obviously she's waiting for her husband.
Positioning
The kind of stakeout you perform will be determined by the area in which you'll be working. A neighbor's home, a hotel or motel room, an associate's office - these are but a few of the stakeout positions from which you can observe, take photos, and videotape what transpires.
Mobil Stakeout
A stakeout is most often accomplished in a car, van, or truck. A comfortable room or an office from which to watch your target would be optimum, but that kind of observation post is generally difficult to arrange. In a quiet neighborhood, you are always more conspicuous than if parked, walking, or standing on a busy city street. In a run-down section of the city, nothing but old cars parked on the street, your shiny new car will stand out and attract attention. Think about borrowing or renting an older car to use in these areas. In nicer residential areas, curious residents will notice you sitting in your automobile and will come by to check you out. Or they'll call the police, who, if they arrive, will question you and ask you to leave.
Reconnaissance
Perform a reconnaissance to familiarize yourself with the area before beginning the stakeout.
Also, Do These Things:
Anticipate where target is going; change to clothing appropriate to the environment, i.e. bathing suit at the beach, dressy clothes in a fancy restaurant.
On The Scene
If possible, park in front of a store, bar, or service station. Slide over to the passenger side or slump down in the back seat: You’re waiting for someone while reading a road map or newspaper. Surveillance takes time; learn to be patient. You may be sitting in one spot for a long while. Minimize eating and drinking to alleviate the need to break surveillance to locate a bathroom.
Change Appearance
Take along a couple of changes of clothes to fit in where your subject might be going.
Cover Story
Prepare a cover story in case you're spotted, identified and questioned. The cover story you prepare for the police or a suspicious neighbor may not be a good cover story for your target if he or she spots you.
Following are items and methods one might employ:
Make notes of the exact time and date important activities transpire. Note addresses of houses and buildings your target enters. Describe and/or photograph buildings. Get tag numbers of parked vehicles. Buy something; obtain timed-dated receipt.
Tailing
First learn the rudiments of tailing. It’s easier to tail someone in a vehicle than to tail someone on foot. In a vehicle, you can position yourself behind, ahead of, or parallel to the subject. On foot and relying on taxi's, busses or other public transportation, you'll find it much more difficult to stay on the target's tail and at the same time remain unobserved.
Tailing Tips
If you employ two or more vehicles, you'll need continuous communications. Cell phones work best.
Tailing Closely in Traffic
One good method of tailing a vehicle when traffic is light is called "parallel surveillance." Simply drive parallel to your target, one or even two blocks over. When passing through an intersection, look to ascertain whether your target is continuing along the same route, then speed up to the next intersection and again observe target's direction of travel. If your target turns away from you, you can follow at a safe distance. If target turns toward you, either wait and let the vehicle pass by your position, or go ahead, make a "U" turn, double back and catch up. Parallel surveillance works best when two or more vehicles with good communications are deployed.
Check and Proceed
An alternate technique involves following until your target turns a corner. Speed up and stop before reaching that corner. Get out - or have your partner get out - and go look around the corner. Your target may have stopped, perhaps to check if someone was following. By using this technique, you'll avoid running up on your target. At this point, if need be, call your back up to take over the tail.
Leapfrog
From a well-concealed or disguised fixed position, watch until your target moves. Observe which way he or she goes. If you each have cell phones, advise your partner to pick up the tail. Move to position yourself further along your target's route without getting too close. The observation continues - perhaps even over a period of several days - until you know target's destination. This method is more time-consuming, but safer than tailing, especially tailing someone who is suspicious
See All Articles
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These types of investigations may require surveillance.
- Relationship (pre-relationship, romantic & domestic)
- Child custody
- Worker's compensation & insurance claims
- Employee theft
Important! Of all these, non-professionals should attempt only Relationship Investigations surveillance. All other cases should be handled by the pros.
Who Should Attempt Surveillance?
You can follow and observe someone you know, but to do so you must take extreme cautions. If the target is known to you, you might be better off to hire a trained PI, or recruit a friend or two to do the surveillance for you.
Evidence Gathering for Court
If you conduct surveillance for the purpose of gathering evidence to be presented in court, your timed and dated notes, videotapes, and photographs will have much more credibility with judge and jury if there was a witness present who is willing to testify on your behalf.
Types of Surveillance
There are two types of surveillance: tailing, or shadowing (on foot, or by private and public transportation), and fixed surveillance - also called "the stakeout."
Plan Ahead
Gather all information about the target's habits and haunts before you attempt surveillance. Know the neighborhood you'll be working. Plan possible routes your target might take. Cover yourself by preparing an alternative plan you can put into action should things suddenly go awry. If you've done your homework, you may be able to reestablish a tail even if you lose it.
Research
The more research you do the better. Get to know the neighborhood. Find out where you can sit, where you can be. Learn to be patient.
Learn how to get off the street. One technique is to sit on the driver's side and not the street side: you're waiting for someone. Or, sit in the back seat and slump down.
A female is nowhere near as obtrusive as a male. Obviously she's waiting for her husband.
Positioning
The kind of stakeout you perform will be determined by the area in which you'll be working. A neighbor's home, a hotel or motel room, an associate's office - these are but a few of the stakeout positions from which you can observe, take photos, and videotape what transpires.
Mobil Stakeout
A stakeout is most often accomplished in a car, van, or truck. A comfortable room or an office from which to watch your target would be optimum, but that kind of observation post is generally difficult to arrange. In a quiet neighborhood, you are always more conspicuous than if parked, walking, or standing on a busy city street. In a run-down section of the city, nothing but old cars parked on the street, your shiny new car will stand out and attract attention. Think about borrowing or renting an older car to use in these areas. In nicer residential areas, curious residents will notice you sitting in your automobile and will come by to check you out. Or they'll call the police, who, if they arrive, will question you and ask you to leave.
Reconnaissance
Perform a reconnaissance to familiarize yourself with the area before beginning the stakeout.
Also, Do These Things:
- Top off the gas tank in case you have to follow your target a distance.
- Check all exits of the house, apartment, or office building you intend to observe.
- Wear comfortable clothing that will blend in, clothes the target will not recognize.
- Wear sunglasses and a baseball cap to disguise your face and hair.
Anticipate where target is going; change to clothing appropriate to the environment, i.e. bathing suit at the beach, dressy clothes in a fancy restaurant.
On The Scene
If possible, park in front of a store, bar, or service station. Slide over to the passenger side or slump down in the back seat: You’re waiting for someone while reading a road map or newspaper. Surveillance takes time; learn to be patient. You may be sitting in one spot for a long while. Minimize eating and drinking to alleviate the need to break surveillance to locate a bathroom.
Change Appearance
Take along a couple of changes of clothes to fit in where your subject might be going.
Cover Story
Prepare a cover story in case you're spotted, identified and questioned. The cover story you prepare for the police or a suspicious neighbor may not be a good cover story for your target if he or she spots you.
Following are items and methods one might employ:
- Business cards: Consider business cards for touchy situations.
- ID card: Picture ID cards look impressive w/official seal & thumb print.
- Your dog: You're out walking your dog. Perfectly legal.
- Dog leash: Your dog ran away. You're out looking for the pooch. Ask people to keep a lookout. Be prepared with the dog's name & description, the pet's breed, color, size, and markings.
- Know your own name, where you live, etc: your "bonifieds."
- Real estate agent: A realtor friend may accompany you on your surveillance and thereby provide you with a good cover story.
- Your children: Parents with children are generally above suspicion. Instruct children to say nothing. (Good luck on that one.)
Make notes of the exact time and date important activities transpire. Note addresses of houses and buildings your target enters. Describe and/or photograph buildings. Get tag numbers of parked vehicles. Buy something; obtain timed-dated receipt.
Tailing
First learn the rudiments of tailing. It’s easier to tail someone in a vehicle than to tail someone on foot. In a vehicle, you can position yourself behind, ahead of, or parallel to the subject. On foot and relying on taxi's, busses or other public transportation, you'll find it much more difficult to stay on the target's tail and at the same time remain unobserved.
Tailing Tips
- Be absolutely sure you are following the right person and the correct vehicle.
- Don't start following the moment your target starts moving.
- Keep your distance.
- Memorize rear of target's car. Note bumper stickers, the shape of tail lights, etc., so you'll have a mental picture to rely on if separated by traffic or stop lights.
- Memorize what your target is wearing. This is especially helpful when following on foot, on a crowded street, or at a public function.
- On a foot tail through a busy street, stay on the same side of the street. In less crowded areas, walk on the opposite side of the street; keep pace with your target, at least 100 feet back. If target speeds up, resist urge to speed up. If you find you have lost sight, let target go and pick up the tail another time.
- Two (or more) followers in two (or more) vehicles work (much) more effectively than a single follower in a single vehicle.
- Use cell phones and two-car surveillance because if you’re following an individual and you’re too close, you can break off and call the other guy to take over.
- Don't go bumper to bumper. Maintain a safe distance.
- Don't run traffic lights.
If you employ two or more vehicles, you'll need continuous communications. Cell phones work best.
Tailing Closely in Traffic
One good method of tailing a vehicle when traffic is light is called "parallel surveillance." Simply drive parallel to your target, one or even two blocks over. When passing through an intersection, look to ascertain whether your target is continuing along the same route, then speed up to the next intersection and again observe target's direction of travel. If your target turns away from you, you can follow at a safe distance. If target turns toward you, either wait and let the vehicle pass by your position, or go ahead, make a "U" turn, double back and catch up. Parallel surveillance works best when two or more vehicles with good communications are deployed.
Check and Proceed
An alternate technique involves following until your target turns a corner. Speed up and stop before reaching that corner. Get out - or have your partner get out - and go look around the corner. Your target may have stopped, perhaps to check if someone was following. By using this technique, you'll avoid running up on your target. At this point, if need be, call your back up to take over the tail.
Leapfrog
From a well-concealed or disguised fixed position, watch until your target moves. Observe which way he or she goes. If you each have cell phones, advise your partner to pick up the tail. Move to position yourself further along your target's route without getting too close. The observation continues - perhaps even over a period of several days - until you know target's destination. This method is more time-consuming, but safer than tailing, especially tailing someone who is suspicious
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