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Al Qaeda Manual, Part 19

3. Should possess a sixth sense based on practice and experience.

4. Should be extremely patient.

5 . Should be able to act, pretend, and mask himself.

6. Should be intelligent, observant, analytical, and deductive.

7. Should be able to establish an investigative plan.

C. Gathering Information Through Recruitment: Recruiting agents is the most dangerous task that an enlisted brother can perform. Because of this dangerous task, the brother may be killed or imprisoned. Thus, the recruitment task must be performed by special types of members. There are a number of motives that might entice an uncommitted person to take part in intelligence work. These motives are:


1. Coercion and entanglement

2. Greed and love for money

3. Displaying courage and love of adventure

4 . Love of amusement and deviance

5. Mental and political orientation

6. Fear of being harmed The Organization may use motives No. 2, 3, 5, and 6 in recruitment. Candidates for Recruitment Are:

1. Smugglers

2. Those seeking political asylum

3. Adventurers

4. Workers at coffee shops, restaurants, and hotels

5. People in need

6. Employees at borders, airports, and seaports

Types of Agents Preferred by The American IntelligenceAgency [CIA]:

1. Foreign officials who are disenchanted with their country’s policies and are looking towards the U.S. for guidance and direction.

2 . The ideologist (who is in his county but against his government) is considered a valuable catch and a good candidate for American Intelligence Agency [CIA].

3. Officials who have a lavish lifestyle and cannot keep up using their regular wages, or those who have weaknesses for women, other men, or alcoholic beverages. The agent who can be bought using the aforementioned means is an easy target, but the agent who considers what he does a noble cause ’is difficult to recruit by enemy intelligence.


4 . For that purpose, students and soldiers in Third World countries are considered valuable targets. Soldiers are the dominating and controlling elements of those countries. Recruitment Stages: Suppose the Islamic Organization, with its modest capabilities, wants to obtain information about an important target (important personality, building, camp, agency, ministry). It has to do the following:

1. Finding the Agent: In this stage, the Organization picks the suitable person f o r supplying the information. The Organization learns about that person: His financial condition, his family status, his position regarding the government, and his weaknesses and strengths.

2 . Evaluating the Agent: In this stage, the agent is placed under continuous observation to learn the times of his departure to and return from work, the places he visits, the individuals he meets, and his social interaction with those that he meets in coffee shops, clubs, etc.

3. Approaching the Agent: After gathering information about him, a relationship with him is developed under a certain cover, such as:

a. Family connection and tribal relations.

b. Developing a friendship with him in the club, coffee shop, and workers union. The [recruiting] brother develops the friendship as if it were unpretentious and unplanned. The relationship should develop naturally and gradually in order not to attract the targetís attention.

ImportantNote: In case the first brother fails to develop a friendship with the target, another brother takes over


after learning from the first about the targetís weaknesses (motives that can be exploited) such as his love f o r money, opposition to the government, love for adventure, or display courage.

4. Recruiting the Agent: After finding, evaluating, and approaching a target, comes the second stage of recruiting him. Recruiting may be direct, that is, telling the agent frankly about working for the Organization for a specific and agreed-upon salary. A promise is secured in writing or verbally. Or recruitment may be indirect, that is, information may be taken from the target without informing him that he is an agent. That may be accomplished by giving him gifts, sharing his joys and sorrows, and attempting to solve his problems.

5. Testing the Agent: In this stage, the agent is assigned certain tasks in order to test his ability, loyalty, and dependability. The agent does not know that the Organization already has the sought information. If the information supplied by the agent does not match the Organizationís existing information, then the agent may be an unreliable source of information or may be trying to mislead the Organization. During the testing stage, the agent should remain under careful observation to spot all his movements.

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