What's really important when it comes to fact-gathering interviews is an understanding of question formulation. It's necessary to understand when to ask an open-ended, expansion, closed-ended, enticement, assumptive, or even echo question.
Even though we might ultimately deny a request, we don't want to do so in a way that creates an adversarial relationship with the subject. Think about it like this: nobody likes being told no.
A well-crafted statement freezes the moment of the admission or confession, providing the reader a snapshot into the mind of the guilty party.
What we have to remember is that it isn't personal. It's not about us. It's not personal to anyone except the individual who was involved in the incident.
Here's one unfortunate reason: "If I work in a building with 500 people, surely somebody else will say something. It doesn't have to be me."
Conducting suspect interviews remotely is an attractive cost-sensitive solution that has become increasingly commonplace, according to a trainer who has taught thousands of retail security personnel on interview and interrogation techniques.
DTiQ's customers are owners or operators that want to run a better store or restaurant. They have often been asked to do more with less while competing in a changing landscape. DTiQ supports customers by offering a managed service with minimal upfront costs that delivers smarter locations and superior results.
Solution providers offer a wide spectrum of mission-critical products and services designed to help meet the rising demands of the asset protection function and...
If you're unfamiliar with any of these laws, or how your company or organization handles them, now would be a great time to visit that with your legal team or your human resources team to make sure everybody's on the same page.
We need to be collaborating with those business partners who are tasked with some of the most difficult investigations: those dealing with harassment, violence, or hostility in the workplace.