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When trying to obtain the truth from a dishonest employee or other interview, we typically see five types of lies. Here they are.
For those charged with protecting company assets, a couple of recent news items raised red flags about dishonest insiders. Multiple studies underscore the risk from dishonest insiders and found that an important security tactic—the “two-person rule”—isn’t always enough. The research also provide insights into how employees rationalize dishonest behavior.
In situations where a subject reverts to “I don’t remember,” it is generally a means of defending himself without having to admit to participation in a particular act.
The NRSS indicates that shoplifting accounted for 35.7 percent of the reported shrink in 2017, which is down from 39.3 percent in 2016.
Not every loss prevention tool fits the needs and budget of every retailer. However, a combination of tactics makes an impact and reduces a store's shrinkage.
A well-crafted statement freezes the moment of the admission or confession, providing the reader a snapshot into the mind of the guilty party.
How was I going to secure an admission if I couldn’t look the employee in the eyes, observe his body language, and gauge deception in all the ways interviewers are traditionally trained?
When it comes employee investigations, sometimes the "smell test" will not let you rest. You know, those situations when you listen to a story or a business practice, and something just plain stinks.
Many times, the guilty individual will intentionally shade the truth in an attempt to salvage his self-image or to reduce the seriousness of what he has done.