Tag: interview and interrogation training

In this week’s International Association of Interviewers interview and interrogation training tip from the archives, provided by Wicklander-Zulawski, Wayne Hoover, CFI, discusses the way that you should dress for your interview with a dishonest associate.

This week’s International Association of Interviewers video tip from the archives, provided by Wicklander-Zulawski, has Chris Norris, CFI, director of WZ Europe and International Training, looking at the best timing for an employee interview.

This week’s International Association of Interviewers interview and interrogation training tips from the archive, provided by Wicklander-Zulawski, feature Wayne Hoover, CFI, looking at the soft accusation assumptive question during an interview.

In this week’s International Association of Interviewers interview and interrogation training tip from the archives, provided by Wicklander-Zulawski, Brett Ward, CFI, divisional vice president of client relations and business development for WZ, asks, “How important is the development of the behavioral norm?”

It's important, when you strategize your introductory statement, that we keep it non-confrontational and general enough to get the optimal way for you to get the most amount of truth from that conversation. Learn more in this week's NEW video tip.

Sometimes when we conduct an investigation, we're so focused on the specific incident or type of crime that was committed that we forget to think outside the box about what else that person could have done. Check out this week's video tip for more.

Often, at the end of an interview, we as the interviewers become mentally drained and exhausted. As a result, we sometimes take shortcuts on the written statement. That's really a dangerous and costly mistake. Check out the video tip for this week - and check out a bonus tip from the archives!

Prior to walking in and having the conversation, many people, especially those who have certifications, can define the differences between a fact-finding question and a behavioral question–yet still sometimes during the interview, misplace these.

If you're working a multi-party investigation, I would highly recommend that you use the same pool of questions for each person. You do not want multiple people to be separated during an investigation and find out that different questions were used.

I want to challenge you to broaden your scope when it comes to rationalizations. Think through different topics and rationalizations that you would be willing to wear in public: things like "exhaustion," or "lack of control."