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INTERVIEWING FOR AUDIT PROFESSIONALS
Anderson Investigative Associates
~Investigative Interview Training
& Consulting for the Future...
St. Marys, Georgia
March 2015
Clearwater, FL
Mark A. Anderson
Mark A. Anderson is the Director of Training and Development with Anderson Investigative Associates, a firm specializing in customized training for audit, evaluation, inspection, investigation and human resources professionals. He is a retired Special Agent with the U.S. Department of Justice, Office of the Inspector General (DOJ/OIG) who served as a Program Manager and Instructor at the Inspector General Criminal Investigator Academy (IGCIA) at the U.S. Department of Homeland Security’s Federal Law Enforcement Training Center (FLETC) in Glynco, GA. At the IGCIA, he was responsible for managing the Advanced Interviewing for Inspector General Investigators, and Interviewing for Fraud Auditors programs. Mr. Anderson also instructed in several other basic and advanced programs for the IGCIA, mainly in the areas of interviewing,
interrogation, employee misconduct, investigation planning, and other requested areas of investigation, audit, evaluation, human resources, and inspection work. Prior to assuming his position at the IGCIA, Mr. Anderson was a Detailed Instructor assigned to the Behavioral Science Division (BSD) at the FLETC instructing in both basic and advanced courses to both uniform law enforcement and criminal investigators. While with BSD, Mr. Anderson participated in the design, construction and presentation of BSD’s Advanced Interviewing program. He wrote and modified
other curriculum requirements for the division while assigned there. He has designed and instructed courses for: the FLETC, the IGCIA, Federal Aviation Administration, Department of Energy, Department of Commerce, U.S. Agency for International Development, Small Business Administration, Department of Homeland Security, Department of Labor, and numerous other federal, state, and local organizations. Mr. Anderson’s law enforcement career began 30 years ago as a Forensic Chemist with the New York State Police after obtaining his master’s degree in forensics, working mainly toxicology and drug chemistry. He has served as a Special Agent with the Federal Bureau of Investigation handling general crimes, foreign counter intelligence, drug investigations, and international terrorism. He also served in the same position with the U.S. Nuclear Regulatory Commission (NRC), Office of Investigation, working investigations involving fraud, abuse, and corruption regarding entities regulated by the NRC. Finally, he served as a Special Agent for the DOJ/OIG investigating allegations of fraud, abuse, corruption, or waste in federal agencies falling under the DOJ. These matters, as was the case at the NRC could be criminal or administrative in nature.
Additionally, he has served as a Deputy Inspector General and Director of Internal Audit in the New York State Office of the Inspector General assigned to the Division of Military and Naval Affairs and other state agencies. Prior to this, he was assigned as a Confidential Investigator to the state IG office with responsibilities in all state agencies. He has also worked as a Director of Security in the corporate sector involved with supervising staff and executing programs within that entity. Mr. Anderson has taught as an adjunct instructor in the undergraduate criminal justice program at two liberal arts colleges in Pennsylvania, Alvernia College and Lycoming College. He has developed and instructed courses in terrorism, forensics, and fraud and white collar crime. He has also provided seminars in the areas of leadership training, ethics matters and coordinating effective interaction between auditors and investigators. Mr. Anderson holds a Bachelor of Science degree in chemistry from St. Lawrence University. Additionally, he earned a Master of Science degree in forensic chemistry from Northeastern University. In 1983, he attended and graduated from the FBI Academy. Throughout his career in law enforcement he has attended training in interviewing, forensics, terrorism, and white collar crime and fraud matters. Mr. Anderson is married and resides in St. Marys, GA with his wife and two of their five children.
About Anderson Investigative Associates:
Anderson Investigative Associates (AIA) is a customized organization focused on driving forward to
accomplish our mission of “Conducting Personalized, Responsive, High-Quality, Cost-Effective, State-of-
the-Art, Investigative/Audit Specific Training and Professional Development.” We want to be your
preferred choice for personalized and effective Investigative and Audit, Evaluation, Inspection Specific
Training and Consulting. Our small size and personal focus allow for customization of training opportunities
focused on your organization’s needs and requirements. In this era of limited training funds, we intend to be the
provider that focuses on accomplishing training that affects production and mission for your employees,
immediately.
We will insure that our training is current and using modern methods and developments, while keeping costs
reasonable. We recognize the diversity of training requirements for the audit, inspection, evaluation, law
enforcement and investigative communities and will address those, while at the same time promoting a unified
approach, because of the essential interaction between these entities within organizations, but the often lack of
quality cooperation that adversely affects the health, results and mission accomplishment of these organizations.
To that end, our staffing goal is to attract experts with experience in each community for the development of
specific training, but with a focus toward this unified approach in conjunction with our mission and objectives.
We look forward to meeting your training needs! Please contact us so that we can work together to accomplish
your needs.
Subject Matter Offerings for Prospective Training:
One of the qualities of AIA, and differences from other organizations, that we want to stress, is our willingness
to custom fit our training opportunities to your organization’s needs. Needs are unique to an organization based
on previous training received and mission requirements. We want to be cognizant of those issues and factor
that into our training objectives with you. Listed below are some menu items of instruction available to
incorporate into your training objectives.
1. Orientation to Advanced Techniques
2. Planning Law Enforcement Interviews
3. Audit, Inspection, and Evaluation Interview Planning
4. Audit Interviewing Techniques
5. Special Interview Considerations for IG Investigations
6. Advanced Evidence Presentations/Theme Presentations
7. Handling Denials
8. Interviewing with Attorneys Present
9. Recorded Interviews
10. Question Types to Elicit Admissions
11. Obtaining a Detailed Written Statement
12. Behavioral Baselines and Analyzing Verbal and Nonverbal Behaviors
13. Case Presentations
14. Countering Interviewee Questions
15. Emerging Trends in Interviewing
16. Strength and Weakness Forum for Interviews
17. Employee Misconduct Investigations
18. Theories and Methods of Interrogation
19. Advanced Rapport Strategies
20. Subject Elimination Interviews
21. Interrogation Case Study
22. Modern Leadership Trends
23. Human Resources Interviewing
2015 Inspector General/Internal Audit Workshop: Agenda
May 12– 13, 2015 Safety Harbor, Florida
Thursday, May 12
7:30 a.m.— 5:00 p.m. Registration (Athena Ballroom)
7:30 a.m.—8:30 a.m. Continental Breakfast (History Hall)
8:30 a.m.—9:00 a.m. Introduction/Orientation (Athena Ballroom)
9:00 a.m.—12:00 p.m. Orientation to Advanced Interviewing for Audit Professionals
(Athena Ballroom)
10:00 a.m.—10:15 a.m. Mid-Morning Break
12:00 p.m.—1:00 p.m. Lunch Provided (History Hall)
1:00 p.m.—3:00 p.m. Behavioral Baselines and Physical and Verbal Behavior
(Athena Ballroom)
3:00 p.m.—3:15 p.m. Mid-Afternoon Break
3:00 p.m.—5:00 p.m. Minimizing Denials and Handling Interviewee Questions
(Athena Ballroom)
Friday, May 13
7:30 a.m.—12:00 p.m. Registration (Athena Ballroom)
7:30 a.m.—8:30 a.m. Continental Breakfast (History Hall)
8:00 a.m.— 10:00 a.m. Question Types Designed to Elicit Admissions
(Athena Ballroom)
10:00 a.m.—10:15 a.m. Mid-Morning Break
10:00 a.m.—11:45 a.m. Advanced Rapport and Theme Development (Athena Ballroom)
11:45—12:00 p.m. Evaluations/Graduation (Athena Ballroom)
12:00 p.m. Workshop Ends
Property Map
Breakfast ………………………………………………………………History Hall
Education Session…………………………………………….…... Athena Ballroom
Lunch………..………………………………………..………………...History Hall
Interviewing for Audit Professionals: Florida Court Clerks and Comptrollers
Table of Contents Interviewing for Audit Professionals:
Introduction/Orientation – Strength/Weakness Forum ............................................................................................................... 1
Orientation to Advanced Interviewing for Audit Professionals ................................................................................................ 6
Behavioral Baselines and Verbal and Physical Behaviors ......................................................................................................... 36
Minimizing Denials and Handling Interviewee Questions ......................................................................................................... 57
Question Types Designed to Elicit Admissions ................................................................................................................................. 76
Advanced Rapport and Theme Development ................................................................................................................................... 87
Attachments ........................................................................................................................................................................................................ 113
Essentials for Effective Interviewing Position Paper .................................................................................................................... 113
Time Responsibility Continuum ............................................................................................................................................................. 120
List of Potential Questions and Examples of Appropriate Responses ................................................................................ 122
Bait Question Exercise ................................................................................................................................................................................ 128
Table of Rationalizations and Themes ................................................................................................................................................. 131
References for Interviewing ...................................................................................................................................................................... 132
Evaluation
Slide 1
Interviewing for Audit Professionals
Anderson Investigative Associates
March 12-13, 2015Florida Court Clerks and
ComptrollersClearwater, FL
Anderson Investigative Associates
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Slide 2 Who is Teaching Us today?
Mark A. Anderson Director of Training and Development, AIA
Special Agent, DOJ/OIG, Inspector General Criminal Investigator Academy
Detailed to FLETC/DHS, Behavioral Science Division
Former Special Agent, DOJ, FBI, NRC
Deputy Inspector General and Director of Internal Audit in NYS Office of Inspector General
Contact Information
(912) 882-5857 ~ Office(912) 571-6686 ~ [email protected]
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Slide 3 AIA Contact Information
• Main phone: 912-882-5857
• Fax: 912-882-5857
• Mailing address: Anderson Investigative Associates
128 Oarsman Crossing
St. Marys, GA 31558
• Staff: Cathy Anderson, CEO, [email protected]
Mark Anderson, [email protected]
Anderson Investigative Associates
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Slide 4 AIA Programs
Programs for Investigators:
Advanced Interviewing and Interrogation
Employee Misconduct Investigations
Recorded Interviews Sworn Statements See our website for
prospective courses and program information
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Slide 5
“We are what we repeatedly do. Excellence then, is not an act but a habit.”-Aristotle
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Slide 6
Interviewing
• Three types of interviewers:▫ 1. Absolutely Loathe It
▫ 2. Part of the Job
▫ 3. Love It, the main focus of job
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Slide 7 What is our Goal for this class?
Learning
Performance Change and Improvement
Enjoyment for participating
Transfer of information
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Principles of Learning
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Slide 8 AIA Program Information
Texts and Supplies At your desk for you to
keep Graduation Certificate of Training
upon completion of alltraining
No formal graduation ceremony
No written exam
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Slide 9 Program Evaluation
• Complete evaluation form before end of last day.▫ Constructive feedback is
encouraged.
▫ Address course content, methodologies, student texts, handouts, etc.
▫ Address training facility accommodations (e.g., size of room, comfort, availability of restaurants, parking, etc.)
▫ Thank youAnderson Investigative Associates
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Slide 10 Professional Courtesy
• Phones off or on silentmode
• Phone calls outside of classroom
• Show up 5-10 minutes early for class
• Return from breaks, including lunch on time
• Stand in the back of the room if you are sleepy
• Thank You
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Slide 11 What We Need From You
• Good Attitude
• Spirited Participation
• Inquisitive Nature
• Sense of Humor
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Slide 12 Introductions
Please tell us:• Your name?• Who you work for and
position?• Your work experience?• Something interesting
about yourself?• Explorer, hostage, or
vacationer?• What interview training
have you received?Anderson Investigative Associates
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Slide 13 Strengths/Weaknesses?
Please tell us:• 1. What do you consider your greatest
strength as an interviewer?
• 2. What do you consider your greatest weakness as an interviewer?
• 3. What is a preference you have regarding interviews?
• 4. What is one way you feel you could develop and/or improve your interviewing skills?
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Slide 14 Questions?
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Slide 15
Interviewing for Audit Professionals
Anderson Investigative Associates
March 12-13, 2015Florida Court Clerks and
ComptrollersClearwater, FL
Anderson Investigative Associates
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Slide 1
Mark A. Anderson
Director of Training
Anderson Investigative Associates
www.AndersonInvestigative.com
912-261-3686
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Slide 2
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Slide 3
Given audits, inspections, and evaluations in IG work, the Inspector General auditor, inspector, and evaluator will identify the most common types of IG interviews, the common elements of these interviews, and what types of interviews are most applicable for interviews in the IG area.
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Slide 4
They say you can’t know what a man looks
like when he is lying, until you know what
he looks like when he is telling the truth.
Same principle applies to interviewing; you
have to see how you don’t do it, to then
learn how to do it!
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Slide 5
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Slide 6
Process of dyadic relational communication with
a predetermined and serious purpose designed to
interchange behavior and involves the asking and
answering of questions.
Task of gathering information.
Conversation between two people for the
purpose of obtaining information
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Slide 8 Conversation
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Conversing
VS.
Connecting
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Slide 10
--Tools in the tool belt
What technique are you using to
complete your interviews?
--GAO, Reid, W-Z?
--Or “Winging It”?
--Incumbent with this is a general lack
of planning.
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Slide 11
--Tools in the tool belt
It is essential as an experienced
professional in an interview environment to
examine the overlap of issues as instructed:
A prime example of this is the importance
of rapport and the many places in the interview
process where it applies, including other
contacts throughout your field work.
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Slide 12
--Interview or Interrogation
We will look at methods for any IG
interview with a victim, witness, or
subject.
--We will add steps to complete a
subject interview involving confronting
the interviewee with facts we possess.
--Not a confrontation -- but
confronting with facts.
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Slide 13
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Slide 14
Interviewers generally displayed ethical interviewing standards
Interviewers frequently used open questioning techniques
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Slide 15
Insufficient planning and preparation for interviews.
Shortfalls in rapport building.
Inadequate listening skills.
“Woefully” insufficient management of operations.
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Slide 16
Sufficiently trained interviewers “outstripped the performance of untrained colleagues in: Actively encouraging interviewees to talk
freely. Developing topics for further discussion. Exploring information received from the
interviewee. Dealing with difficulties in the interview. The employment of pauses and silences
during the interview.Refresher interview training significantly
improves performance of advanced techniques among interviewers.
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Slide 17
ProcessPlanning
Perspective
-Backgrounding- Active Listening
- Understanding
Interviewing in
Audits, Inspections
And Evaluations
Essentials for Effective Interviewing
Persuasion-Influencing
- Convincing
- Observation
- Evaluation
- Strategizing
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Slide 18
Beginning Middle End
Rapport
Introduction
Purpose statement
Rapport
Questions
(General & Specific)
Monologue
Themes
Summary
Close
Contact Info
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Slide 21
Where will you conduct the interview?
- your office?
- witness’s location?
- neutral site?
EMPLOYEE SAFETY IS #1 PRIORITY.
- consider the eventualities
- weapons in interview room?
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Slide 22
Is this only a audit matter?
Is there possible criminality?
Are there civil elements?
Could it be administrative?
Planning the interview
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Objective of interview- think general
- what do you already know?
- what do you need or want to know?
- what statement or documents can this
interviewee provide?
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Slide 24
Research your interviewee
- City directory
- Criminal record and reputation
- Employment/educational records
- Other sources?
**The more we know, the better prepared we
will be.
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Prepare an Outline- name and identifying data of interviewee
- objectives to cover
- items to request
- date, time, place of interview and persons
present
- avoid writing out specific questions, with
some exceptions
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Slide 27
VICTIMS
Generally, interview victims first, then witnesses.
Separate and interview individually. Why?
WITNESSES
Friendly
Not-so-friendly
SUBJECTS
When might you interview a subject early on?
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Slide 28
VICTIMS/WITNESSES FIRST
As a general rule; there are exceptions
Separate and interview all individually
avoid information contamination
others cannot overhear
minimize dominant personality
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SUBJECTS LAST
Some exceptions
flight risk, agency policy, alibi
Two IG employees if possible
Always separate subjects
Any required, appropriate warnings
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Slide 30
Planning should be implemented
here: How am I going to initiate contact?
What is best for maximizing results?
Rapport begins here!
May have previous obstacles to overcome.
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Slide 31
Need to minimize participants
Preferably interviewer, interviewee and witness
If several present, consider how to minimize
unwanted participation.
Consider how to strategically arrange the room
Consider impact of others and relationship to
each other
Address arranging interview to maximize
results obtained.
Strategize
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Slide 32
Ideal set up
Obstacles
Desks
Conference Tables
Low Sofas
What Else?
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W
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Door
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Slide 33
FIRST IMPRESSIONS ARE MADE
WITHIN ____ SECONDS!
Clothing
Hairstyle/facial hair
Jewelry
Cosmetics, etc.
Automobile
Handcuffs, etc.
Attitude
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Slide 36
Introduction
Rapport
Questions
Summary
Closing
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Slide 37
Self, partner, interviewee
Credentials/Appropriate Identification
PURPOSE STATEMENT- What is my “sales pitch” to cause someone to be willing to talk to me?
Business Cards, (here or at summary)
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Slide 38
PURPOSE STATEMENT- What is my “sales pitch” to cause someone to be willing to talk to me?
Subject – Contract officerreceiving bribes
Witness – Voucher fraud of coworker
Subject – Production & distributionof child pornography
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Slide 39
Conditions interviewee to talk
Establishes baseline of behavior
Begins immediately
Establish trust
Re-emphasize if reserved or hostile
Must establish with subjects as well
Continue throughout interview as
needed
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Slide 40
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Slide 41
One
question
deeper
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Slide 42
The language to enhance rapport in interviews
includes:
“I am seeking your assistance…,”
“We need help with clarification on…,”
“We need your assistance to resolve…”
Rapport is enhanced by the initial use of non-
threatening questions concerning background.
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Use familiar terms.
Address one topic at a time.
Be clear and easy to understand.
Vary your voice.
Active Listen – use all senses.
Repeat back information for clarification as needed. (Ensure understanding)
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Slide 44
GENERAL QUESTIONS(OPEN ENDED)
“Tell me…”
“Describe to me…”
Should result in long narrative
SPECIFIC QUESTIONS(CLOSE ENDED)
6 W’s
Specific Responses
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Slide 45
Who
What
When
Where
Why
How
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Purpose is to listen for missing
information and inconsistencies
Pauses
Wandering
These will appear inconsistent with
base lining.
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Slide 47
Open-ended
(Narrative)
Specific
Who
What
When
Where
Why
How“Tell me about….”
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Slide 48
Essential part of the interview
Interviewee will add or clarify (if done
properly)
Performed by the secondary in two person
interview
Ask necessary follow-up questions
Listen for discrepancies or omissions
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Slide 49
“Thank you.”
“When you think of something else, here is the best way to get in touch with us.” Leave your card or contact number (if you haven’t already done so).
“If we need to get back in touch with you, what is the best way to do that.” Get their contact numbers and determine best times to call.
The above will assist you in future dealings.
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Slide 50
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(1) Introduction
(2) Rapport
(3) Questions
(4) Summary
(5) Close
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Slide 52
Factual Method vs. Other
Approaches
Factual Method
Story Lock Method
Direct Method
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Slide 53
Based upon the rational model of
confession.
Evidence is systematically presented
to convince the interviewee that the
interviewer has the evidence to
prove he/she did what is suspected.
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Slide 54
Foundation is the preparation prior to the
interview.
Attempt to determine motive/rational
prior to interview. Examples: Personal
gain, convenience, need, revenge, sex or
excitement.
Need to complete adequate
backgrounding of interviewee, and of
the issues and circumstances.
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Slide 55
Utilize all steps of an effective
interview.
Can be done without prior interview.
All information necessary to obtain
will be done during rapport and
general questions.
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Slide 56
The Steps:
1. Introduction
2. Rapport
3. Questioning
4. Summary
5. Close
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Where is the confrontation
in suspect interviews?
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Slide 57
Questioning
a. General Questions
-Alibi; -Informational
b. Factual Presentation/
Monologue
c. Themes Development/ RPM’s
d. Choice Question
e. Admission/Confession/Details
Anderson Investigative Associates
Where is the confrontation
in suspect interviews?
SEAMLESS
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Slide 58
After introduction and sufficient rapport the interviewer will present questions.
Questions are asked:
-to receive additional specific information,
-lock them into story, or
-to aide in evidence or theme presentation.
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Slide 59
Up until the question phase of the interview, the interviewee should be doing most of the talking.
After the question phase, the interviewer talks exclusively. During the monologue the interviewer will systematically present information/evidence, and immediately transition to the theme development of why the person is involved.
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Slide 60
Themes are organized around the principles of: rationalization (R), projection (P), or minimization (M).
Telling the interviewee why they did what they did gives them an out and helps them save face.
Best method to use when you have direct, audit, or forensic evidence.
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Slide 61
--Once the interviewee is in a posture of submission the interviewer will apply a choice or assumptive question.
--The interviewer will then identify with the interviewee to allow him/her to feel good about the admission.
--Then the interviewer will work to obtain all necessary details for the audit, inspection, or evaluation. All the details needed for documentation.
Anderson Investigative Associates
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Slide 62
Without direct, audit, or forensic
evidence the factual presentation method
is not preferred.
Doing this allows the interviewee to talk
his way out of the evidence because of
the uncertainty of the evidence.
We can not overwhelm the interviewee
with evidence we are not sure of.
Anderson Investigative Associates
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Slide 63
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Slide 64
During questioning phase, the
interviewer locks the interviewee
into information that is going to be
used later in the interview.
This takes away the ability to refute
evidence when presented.
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Slide 65
Can be used with victims, witnesses
and subjects.
Good method to flesh out details of
an account.
Story lock method also can be used
during an alibi or informational
gathering interviews.
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Slide 66
Ask questions that you already know the answers to. Great opportunity for base-lining and accessing the credibility of the interviewee.
Ask questions that gain information for or set up information you already possess for theme presentation.
Hold details you possess back until the interviewee has volunteered enough of their own information.
Anderson Investigative Associates
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Slide 67
Can be utilized in any interview. Ideal
for white collar interviews, employee
misconduct interviews, and cases that
involve policies and procedures.
If no truthful information is obtained,
their story or detailed denial can be vital
to a successful inquiry when compared to
the information already developed.
Anderson Investigative Associates
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Slide 68
Studies reveal that 60% of subjects confessed because they strongly believed they had already been caught
Without the use of direct details the key to a successful interview will be the credibility and confidence displayed by the interviewee. THIS IS VITAL!!!
Method also requires good acting and presentation skills.
Anderson Investigative Associates
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Slide 69
(1) Introduction
(2) Rapport
(3) Questions
(4) Summary
(5) CloseAnderson Investigative Associates
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Slide 70
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Slide 71
Common tool in conducting interviews
Not always initiated by you
Use same interview step process
Use non-threatening questions to enhance rapport.
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Slide 72
Cost and time effective for out of state or
out of country
Interviewee not prepared in advance
Use when obtaining follow-up information
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Slide 73
Who are you talking to?
Restricted control over interviewee and environment
Inability to evaluate nonverbal behavior
Not good for subject interviews
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Slide 74
Interviewers lose all non-verbal cues in a
telephone interview, we must then focus on
verbal and vocal cues.
Listen for:
uncertainty and modifiers in responses,
lack of factual statements,
use of second person pronouns,
short responses,
speech errors and delayed responses.
Listening skills must be optimized in telephone
interviews.
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Slide 75
Give the interviewee your full attention. Don’t fool yourself into thinking you can check email and mobile devices while conducting an interview. You will miss valuable information, including vocal and verbal signs. Avoid smoking, eating, drinking and chewing gum.
Use silence as a tool to elicit more information without having to ask questions. This works especially well on the telephone, when the interviewee cannot observe your reactions.
Provide vocal feedback frequently to reassure the interviewee that you are listening and engaged.
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Slide 76
Emotions like anger and fear must be
managed before attempting to question a
caller.
Statements like: “Ma’am, calm down” often
cause emotions to escalate rather than de-
escalate.
Allowing the interviewee to vent emotions
can be an effective tactic to calm the
situation.
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Slide 77
Validation of emotions may further
defuse.
Try an assertive instruction such as:
“Ma’am sometimes it helps to
take a deep breath.”
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Slide 78
Addressing the concerns of the victim first
helps break through mental barriers...
Determine emotional barriers to information.
Victims need safety and security. You need
information. How can we handle the
“convergence of needs?”
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Slide 79
Before asking questions emotional barriers
may have to be removed.
“No Act of Kindness, no matter how small, is ever wasted.”
-AESOP
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Slide 80
The “You, We,
I” Approach
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Slide 81
Focus on the victim’s needs first
Ask, “Are YOU OK?” and listen to the response.
Let them vent.
Validate their feelings. (You have every
reason to feel that way”)
Let them know that they are safe now, and that
you are sorry this happened.
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Slide 82
Explain what WE are doing.
Explain what will happen next.
Ask them if they have any questions.
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Slide 83 “I”
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Slide 84
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Slide 85
Generally, secondary takes notes.
With just one interviewer, listen, then take notes. (“Seek First to Understand”
~ Steven Covey)
Required forms may actually aid rapport.
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Slide 86
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Slide 87
What do I take with me?
What do I say?
What should I record? special considerations
in subject interviews
What do I do with my notes?
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Slide 88 M. Anderson DATE/TIME
Case number: 123456
S/Doe, John p. 1
M. Anderson
DATE/TIME
Case number: 123456
S/Doe, John p. 1
W left for JAX with a
friend in the morning.
What time?
Friend name?
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Slide 89
When not to take notes:
When they create a barrier.
Write everything down as soon as possible.
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Slide 90
Bring out notepad early.
If notepad is a barrier, put it away.
Maintain visual contact.
If asked why you are taking notes respond…
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Slide 91
Sufficient notes to prepare required documentation, (Audit notes, MOI, statement or affidavit)
Format of notes (agency policy controls)
Record non-verbals (agency policy controls)
Preserve – discoverable
Confidential Informant Information (agency
policy controls)
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Slide 1 BEHAVIORAL BASELINES AND
VERBAL AND PHYSICAL BEHAVIORS
Mark A. AndersonDirector of Training
Anderson Investigative Associateswww.AndersonInvestigative.com
Anderson Investigative Associates
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Slide 2 Topics Covered
Determine baseline illustrators, manipulators, and speech.
Establish a baseline with biographical data and rapport.
Identify verbal cues of deception.
Identify non verbal cues of deception, including eye accessing cues.
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Slide 3
Where do they learn these things?Anderson Investigative Associates
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Slide 4
Baseline Behavior
“You can’t know what someone looks or sounds like when they are lying if you first don’t know what they look or sound like when they are telling the truth.”
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Slide 5
Baseline Behavior
DETERMINE BASELINE ILLUSTRATORS, MANIPULATORS,
AND SPEECH.
Anderson Investigative Associates
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Slide 6
Baseline Behavior
“Meharabian Rule”
Dr. Albert Meharabian, Professor Emeritus of Psychology at UCLA
Communication◦ 55% non-verbal (body language, facial expressions)
◦ 38% voice (volume, tone, pitch, cadence)
◦ 7% words used
Anderson Investigative Associates
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Slide 7 Baseline Behavior (non-verbal)
Illustrators
◦ Talking with hands
◦ Must match what person is saying verbally Emotions
Reinforcement of words
◦ Usually will indicate honesty Look for baseline changes though
◦ Retracted hands
◦ Overly exaggerated hand movement
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Slide 8 Baseline Behavior (non-verbal)
Manipulators
◦ Using hands to perform a task when speaking This behavior cannot be controlled
Nervous tension is released through manipulators
Poker players pick up tells on other players
Never tell an interviewee you know they are lying based on a manipulator you have read
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Slide 9
Baseline Behavior (non-verbal)
Manipulators
◦ Unlike Illustrators, Manipulators do not match the spoken words
◦ Timing Behavior will be noticed within seconds after question
or even during question
Behavior must be on-time to be considered relevant
Anderson Investigative Associates
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Slide 10
Baseline Behavior (non-verbal)
Manipulators
Grooming Gestures
Stroking mustache
Stroking goatee or chin
Scratching/combing head/hair with fingers
Lint picking from clothes
Wiping sleeve or pant leg
Inspecting or picking fingernails
Anderson Investigative Associates
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Slide 11 Baseline Behavior (non-verbal)
Manipulators
Other Manipulators
Twirling hair
Finger drumming
Popping knuckles
Scratching body
Pulling arm hair
Covering mouth when answering
Touching ear
Covering eyes
Rubbing eyebrows/forehead
Playing with pens, pencils, or other items
Anderson Investigative Associates
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Slide 12 Baseline Behavior (verbal)
Voice – looking for changes from baseline
◦ Fast/Slow
◦ Loud/Soft
◦ Inflections
◦ Tone Tone is about 38% of communication
Anderson Investigative Associates
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Slide 13
Baseline Behavior (verbal)
Words
◦ Contractions: “I don’t know” vs. “I do not know” Non-use could indicate deception (60% who use are
truthful)
◦ Tense (past vs. present) “I loved her” vs. “I love her”
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Slide 14 Baseline Behavior (verbal)
Words
Key Indicator Words
Sometimes Maybe
If Pretty much
Usually Hope
Could Typically
Should Think
About Not really
Honestly
ExampleAnderson Investigative Associates
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Slide 15 Baseline Behavior (verbal)
Response Latency
◦ Time from interviewer’s last word to interviewee’s first word
Truthful responses: .5 seconds
Untruthful response: 1.5 seconds
◦ Straightforward question should not produce a delayed response
“Did you look at child pornography on your computer?”
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Slide 16
Baseline Behavior
ESTABLISH A BASELINE WITH BIOGRAPHICAL DATA AND
RAPPORT.
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Slide 17 Baseline Behavior
Biographical Data
◦ Go over personal data to establish baseline Records checks
If you know personal info
◦ Pretend you don’t have the info to test for truthfulness and baseline
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Slide 18 Baseline Behavior
Rapport
◦ Proper rapport will help establish a baseline
◦ We learned early that rapport is to build trust and get the interviewee to want to talk with us Also look for behavior norms both verbally and non-
verbally
◦ Active listening and behavior observation is critical!
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Slide 19 One of the most important skills
that an Interviewer can develop is the ability to correctly assess
nonverbal behaviors exhibited by suspects
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Slide 20 STRESS...
Causes confusion
Confusion causes mistakes
Mistakes exhibit themselves nonverbally and verbally.
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Slide 21
NONVERBAL BEHAVIORS
Stress Response
“Fight or Flight”
◦ Adrenaline dump◦ Increased heart rate
◦ Increased blood pressure
◦ Rapid breathing◦ Need to urinate
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Slide 22 NONVERBAL BEHAVIOR
Sweating begins
Stomach upset
Pupils dilate
Dry mouth, throat clearing
Voice changes
Piloerection(Goosebumps)
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Slide 23 CAUTIONS WHEN
EVALUATING NONVERBALS
CULTURE
CHANGE
CONTEXT
CLUSTERS
Anderson Investigative Associates
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Slide 24 CULTURE
Anderson Investigative Associates
What behaviors are normal for a particular culture?
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Slide 25 CHANGE
Anderson Investigative Associates
Are changes due to:
•Interviewer’s questions?
•Or, normal behavior pattern?
•MUST get a baseline to know!
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Slide 26 CONTEXT
Anderson Investigative Associates
Why did change occur?
Deceptive most often within 1-5 seconds after question
Consider environment, illness, hunger, fatigue etc.
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Slide 27 CLUSTERS
Anderson Investigative Associates
Two or more nonverbal behaviors displayed within one to five seconds after a stressful or “key” question.
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Slide 28 THE TRUTH…?
False face must hide what the false heart doth know. (MacBeth)
Watch out for the man whose stomach doesn’t move when he laughs. (Chinese proverb)
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Slide 29 MORE TRUTH…
He that has eyes to see and ears to hear, may convince himself that no mortal can keep a secret. If his lips are silent, he chatters with his fingertips; betrayal oozes out of every pore. (Sigmund Freud)
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Slide 30
Anderson Investigative Associates-NV Video
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Slide 31 EYE CONTACT/MOVEMENT
Eyes are the window to the soul
Normal eye contact is maintained 30-60%
Blink rate (13-15bpm)
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Slide 32 SAN PAKU
Japanese
3 whites
Stress may cause the eyelids to rise exposing the whites
Anderson Investigative AssociatesIf your thinking it, it is the Runaway Bride
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Slide 33 BODY MOVEMENT
Shifting of torso
Position in chair
Chair movement
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Slide 34 TRUTHFUL PEOPLE...
USUALLY
sit upright and appear comfortable
are frontally aligned
lean forward and seem attentive
make smooth changes in posture
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Slide 35 DECEPTIVE PEOPLE...
May
sit slouched in chair
seem rigid
have erratic changes in posture
retract feet
not sit frontally aligned
use supportive gestures and barriers
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Slide 36 DECEPTIVE PEOPLE...
May alsouse grooming gestureshand wringing
scratch, stroke, pick, pull at face, hands, or clothes
clear throat, sigh, yawn, shuffle, tap
ALL THESE RELIEVE TENSION AND STRESS!!
Anderson Investigative Associates
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Slide 37 Physiological Indicators of Stress
Clearing throat, coughing
Licking lips, swallowing
Yawning
Shuffling/tapping feet
Touching face/head
Smoking
Anderson Investigative Associates
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Slide 38 SUCCESSFULLY READING
PEOPLE
Look at the big picture.
Don’t rely on a single behavior or response.
Look for changes from the baseline.
Anderson Investigative Associates
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Slide 39
Baseline Behavior
STUDENT EXERCISE
Anderson Investigative Associates
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Slide 40
Baseline Behavior
IDENTIFY VERBAL CUES TO TRUTH VS. DECEPTION.
Anderson Investigative Associates
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Slide 41 Truthful Verbal Responses
Are...
Spontaneous Sincere Direct Concerned and
helpful uses pronouns like
“I” or “my” to show commitment
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Slide 42
Truthful Verbal Denials Are...
SpontaneousDirectStrong
Anderson Investigative Associates
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Slide 43 Types of Deception
Deception by concealment is one of the easiest for the subject, as he or she doesn’t have to do anything. Everything they tell the investigator is the truth, it’s just not the whole truth.
Deception by equivocation happens when a subject simply answers a question without actually answering the question. This is also known as “dodging the issue”.
Deception by falsification is the most difficult type of deception for an interviewee to pull off. It requires creating fiction and it’s hard work. It’s also easier to make mistakes when inventing facts.
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Slide 44 Deceptive Responses Are...
Guarded
Insincere
Evasive
Appear unconcerned
Sometimes lacking pronouns such as “I” or “my”
No ownership
Protecting themselves
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Slide 45 Deceptive Denials
Hesitation
Repeats question
Weak tone of voice
Uses generalized responses (usually, generally, that’s about it)
“To be honest….”
Qualifiers (at this point in time, as far as I can remember)
Overemphasis: “I swear to God!” “I swear on my Mother’s grave!”
Spoken rapidly as if rushing through a lie.
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Slide 46
Ten Signs of Verbal Deception
1. Lack of self-reference
2. Verb tense
3. Answering questions with questions
4. Equivocation
5. Oaths
6. Euphemisms
7. Alluding to actions
8. Lack of Detail
9. Narrative balance
10. Mean Length of Utterance
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Slide 47 Listen to the words……
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Slide 48 Paul Buttafuoco (16 year old son of Joey and Mary Jo Buttafuoco -infamous for being part of a sordid Long Island love triangle) was arrested for allegedly shoplifting from Macy’s. Joey B., the father:
“I am sure that my son, who is a good boy, is innocent of an unusual event that could never have happened.”
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Slide 49
In “Dear Abby,” a response to a survey
regarding marriage fidelity:
“Married 66 years. I am 83 and have never cheated; my husband is 89 and says he can’t remember.”
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Slide 50
House Speaker Newt Gingrich on issue
of what he said of first lady Hillary
Rodham Clinton:
“I never said - I never said - to the best of my knowledge, I never said what you just said”
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Slide 51 Mrs. Buttafuoco, in response to
allegations her husband had sex with
an underage actress Amy Fischer:
“I choose to believe, based on the person that I know and the person that I live with and the person that I spent many, many years with, and the person whose bed I share, that he did not.”
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Slide 52 Successfully Reading People
Look at the big picture.
Don’t rely on a single behavior or response.
Always look for changes from the baseline.
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Slide 53 Active Listening Process
Remain Neutral
Ask the Question
Look Interested
Concentrate on the Response
Ensure Understanding
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Slide 54 We need to listen well
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Slide 55
Baseline Behavior
IDENTIFY EYE ACCESSING CUES.
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Slide 56
Baseline Behavior
Eye Accessing Cues
◦ Baseline established through interviewee’s eye movement for recalling information or a real event
◦ Look for opposites when conducting interview
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Slide 57
Baseline Behavior
Eye Accessing Cues
Studies have shown: Up for visual recall
Over for audio recall
Down for feelings
Anderson Investigative Associates
EMOTIONAL FEELINGS INTERNAL DIALOGUE
AUDIO RECALLAUDIO CREATE
VISUAL CREATE VISUAL RECALL
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Slide 58
Baseline Behavior
Eye Accessing Cues
71% Up/Left for recall
21% Up/Right for recall
3% Defocused for recall
5% No baseline for recall
77% of left handed Up/Left for recall
Bio and Rapport Inconsistencies
Anderson Investigative Associates
EMOTIONAL FEELINGS INTERNAL DIALOGUE
AUDIO RECALLAUDIO CREATE
VISUAL CREATE VISUAL RECALL
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Slide 59 Baseline Behavior
Eye Accessing Cues
◦ Be cautious when reading eye accessing cues It’s not truth and lie, but recall and create
A person can look to their recall side and still be lying
Left handed people are not opposite of right handed
◦ Use bio and rapport to establish a good recall baseline Camouflage these questions so they appear natural
Anderson Investigative Associates
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Slide 60
Baseline Behavior
STUDENT EXERCISE
Anderson Investigative Associates
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Slide 61
Listen and watchAnderson Investigative AssociatesThe Event The Conference
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Slide 62 Summary
Determine baseline illustrators, manipulators, and speech.
Establish a baseline with biographical data and rapport.
Identify verbal cues of deception.
Identify non verbal cues of deception, including eye accessing cues.
Anderson Investigative Associates
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Slide 1 MINIMIZING DENIALS AND
HANDLING INTERVIEWEE
QUESTIONS
Inspector General Criminal Investigator Academy
Mark A. Anderson
Director of Training
Anderson Investigative Associates
www.AndersonInvestigative.com
912-571-6686
Anderson Investigative Associates
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Slide 2 Topics Covered
Handling Denials
◦ Identify factors that cause an interviewee to
give a denial or consider giving a denial.
◦ Understand the verbal and non-verbal direct
denial and how they should be handled by
the interviewer.
◦ Understand the reason denial and how it
should be handled by the interviewer.
Anderson Investigative Associates
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Slide 3 Topics Covered
Countering Interviewee Questions
◦ Identify types of questions that can be
posed by victims, witnesses, and subjects
during an interview.
◦ Understand legal considerations when
responding to interviewee questions.
◦ Identify appropriate responses to questions
in order to continue communication with
interviewees.
Anderson Investigative Associates
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Slide 4
Anderson Investigative Associates
Handling Denials
IDENTIFY FACTORS THAT CAUSE AN
INTERVIEWEE TO GIVE A DENIAL OR
CONSIDER GIVING A DENIAL.
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Slide 5
Anderson Investigative Associates
Factors That May Cause Denials
Interviewees will give denials due to
many different reasons, including:
Interviewee fears
Room setting
Interviewer’s attitude
Lack of interviewer’s credibility
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Slide 6
Anderson Investigative Associates
Factors That May Cause Denials
What are some things that cause an
interviewee to offer denials?
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Slide 7
Anderson Investigative Associates
Factors That May Cause Denials
Examples of why an interviewee may deny:
Room set-up; chairs to close, doors locked, etc
Innocent
Interviewer fails to build credibility
Lack of rapport
Distractions
Interviewee fears; retaliation outcome, court, prison, loss of job, loss of family, reputation
Weapons present
Interviewer informs of possible penalties
Harsh language; discipline, firing, charges, jury, judge, attorney, prison, jail, prosecute, etc
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Slide 8
Anderson Investigative Associates
Handling Denials
UNDERSTAND THE VERBAL AND NON-VERBAL
DIRECT DENIAL AND HOW THEY SHOULD BE
HANDLED BY THE INTERVIEWER.
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Slide 9
Anderson Investigative Associates
Direct Denial (verbal)
The direct denial is a flat out denouncement
of any involvement or wrongdoing from an
interviewee.
May come from both the guilty, as well as, the
innocent.
“It wasn’t me”
“I didn’t do it”
“You guys are wrong, I had nothing to do with this”
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Slide 10
Anderson Investigative Associates
Direct Denial (verbal)
Time and strength evaluation
Guilty versus Innocent
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Slide 11 Innocent
Guilty
Denial Strength0 10
FOR OFFICIAL USE ONLY Anderson Investigative Associates
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Slide 12
Anderson Investigative Associates
Direct Denial (non-verbal)
Used to portray implied innocence
◦ Shaking head
◦ Deep breath
◦ Use hands to indicate disgust
◦ Facial expressions
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Slide 13
Anderson Investigative Associates
Direct Denial (permission Phrase)
Interviewee interrupts◦ May say:
“May I ask you something?”
“Can I say something?”
“Would you please just let me talk for a second?”
“Please let me speak for a minute.”
The innocent usually do not give permission
phrases. They give a strong direct denial instead.
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Slide 14
Anderson Investigative Associates
Direct Denial; How to Handle
Both verbal and non-verbal direct denials will use two strategies by the interviewer.
Verbal
Interviewee’s name
Re-state question or accusation
Evaluate time and strength
Non-verbal
Hand up as to say “stop”
Turn head as to indicate you are not listening
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Slide 15
Anderson Investigative Associates
Direct Denial; How to Handle
Re-accusing; aggressive versus non-aggressive
“Fred, there is no doubt as to what has happened, I’m only
here to find out why”
“Tina, the inquiry is finished and it’s very apparent that
you are the one who took the money”
“Bill, the audit is over, and it’s very clear as to what
happened, I’m just here to find out why”
“Ray, it’s very clear as to what happened and who is
responsible, I’m just here to find out why this happened”
“Yes you did Frank, there’s no doubt about it”
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Slide 16
Anderson Investigative Associates
Direct Denial; How to Handle
Do not pause after shutting down a denial
◦ Go immediately to a theme; we don’t want the interviewee to counter and possibly create an argument
“George, there is no doubt what happened here; you and I both know you took the money. I’m only here to find out why….and in looking into this incident one thing I learned was that you’ve been going through a tough time. I mean you lost your job and in today’s current economic state………”
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Slide 17
Anderson Investigative Associates
Permission Phrase; How to Handle
Same as direct denial◦ Verbal and non-verbal
◦ However, no re-accusation is necessary
◦ Convince suspect the importance of listening to you
◦ Return to themes
“Allison, before you say anything I want you to understand we both can’t talk at the same time. I want to answer your questions but please let me finish what I have to say then I’ll be happy to address your concerns….but like I’ve been saying, the important thing is we find out why these checks were signed by someone other than Bob. I know from your background and talking with you today that things have been difficult lately. With your husband leaving you and the bills piling up, it’s tough to make ends meet, and this could cause someone to do something they normally would never think of……”
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Slide 18
Anderson Investigative Associates
Direct Denial; The Lie
Don’t let a guilty interviewee continue to lie
◦ Shut down early
◦ Interviewee has to protect
◦ Increases interviewer’s chance of admission and confession
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Slide 19
Anderson Investigative Associates
Handling Denials
UNDERSTAND THE REASON DENIAL AND
HOW IT SHOULD BE HANDLED BY THE
INTERVIEWER.
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Slide 20
Anderson Investigative Associates
Reason Denial
Interviewee gives a reason as to why they
did not commit the crime, which many
times is a true statement in their mind
Usually given by a guilty interviewee
Theory why interviewee gives reason denial
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Slide 21
Anderson Investigative Associates
Reason Denial; Examples
“I would never do something like that, I’m a religious person”
“I wouldn’t do that, I’m afraid of fire”
“I cherish my job, I would never abuse the system”
“I wouldn’t even know how to do something like that”
“I don’t even own a gun”
“My parents didn’t raise me to be like that”
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Slide 22
Anderson Investigative Associates
How to Handle the Reason Denial How to recognize when a reason denial is about to be
given
“I would never….”
“I couldn’t…..”
“But why would I….”
Unlike a direct denial, do not shut down a reason denial
Let interviewee finish the reason denial and then agree with
them
Use their reason denial to flip into a theme
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Slide 23
Anderson Investigative Associates
How to Handle the Reason Denial
“Jim, I’m so glad you told me that. By you
telling me you’re religious tells me something
very important. It tells me you must have
grown up in an environment where you were
taught the difference between right and wrong
which now helps me realize you could not
have done this on purpose, so it must have
been an impulsive decision…..”
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Slide 24
Anderson Investigative Associates
How to Handle the Reason Denial
When given a lot of direct denials, the
interviewer can turn them into a reason denial
by simply asking;
“Why?”
Innocent will not usually give a reason denial
unless it’s a true statement
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Slide 25
Anderson Investigative Associates
Direct Denial
Student Exercise
Verbal denial
Non-verbal denial
Permission phrase
Reason denial
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Slide 26 Countering Interviewee
Questions
IDENTIFY TYPES OF QUESTIONS THAT CAN BE
POSED BY VICTIMS, WITNESSES, AND
INTERVIEWEES DURING AN INTERVIEW.
Anderson Investigative Associates
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Slide 27 Potential Questions from Victims
and Witnesses
Questions regarding the purpose of the
interview
Questions regarding needs
Questions regarding retaliation
Questions regarding compensationAnderson Investigative Associates
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Slide 28 Potential Questions from Victims
and Witnesses
Questions regarding involvement in an
investigation
Questions regarding how an
investigation works
Questions regarding confidentiality
Anderson Investigative Associates
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Slide 29 Potential Questions from Victims
and Witnesses
Questions regarding providing a
statement
Questions regarding testifying
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Slide 30 Potential Questions from Auditee
Questions regarding the purpose of the
interview
Questions regarding accusations
Questions regarding benefits of talking
to auditors/inspectors
Who else have you spoken to
Who else will you speak to
Anderson Investigative Associates
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Slide 31 Potential Questions from Auditee
Questions regarding attorneys or union
representatives
Questions regarding consequences
Questions regarding retaliation
Will I be suspended
Will I be black listed
Do I have to give you the
records
Anderson Investigative Associates
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Slide 32 Potential Questions from those
Possibly Involved
Questions regarding providing a
statement
Questions regarding benefits of
cooperation
Questions regarding future activity
Who is going to know
What do I tell my supervisor
Anderson Investigative Associates
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Slide 33
UNDERSTAND LEGAL CONSIDERATIONS
WHEN RESPONDING TO INTERVIEWEE
QUESTIONS.
Anderson Investigative Associates
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Slide 34 Legal
Considerations
Questions Related to Any
Warnings/Rights Advisement
◦ Use as tool
◦ Fairness
◦ Rapport
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Slide 35 Fair Play
Anderson Investigative Associates
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Slide 36 Nice Guy
Anderson Investigative Associates
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Slide 37 Legal
Considerations
Request to Talk to Someone Other Than
an Attorney
◦ Family member, friend, probation officer,
clergy, etc
◦ Does not constitute equivalent of request
for counsel
Anderson Investigative Associates
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Slide 38 Legal
Considerations
General References to an Attorney
◦ Do not mean they have invoked their right
to counsel
◦ Davis v. United States (1994)
“Oh, maybe I should think about getting a
lawyer…”
“Should I be thinking about getting a lawyer?”Anderson Investigative Associates
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Slide 39 Legal
Considerations
Promises of Leniency and Threats
◦ Real Consequences are impermissible when
used as leverage or promised
(Physical health, personal freedom, financial
status, etc.)
◦ Discussion of Real Consequences acceptable
Anderson Investigative Associates
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Slide 40 Legal Considerations
Appropriate Incentives for a Confession
◦ Overcoming guilt
◦ Respect of peers, etc.
◦ Obtaining understanding
◦ Learning from mistakes
◦ Opportunity to control perspective
◦ Opportunity to counter assumptions
◦ Vengeance or accomplishment
◦ Belief or hope they will receive lighter sentencing
(based on their own conclusion)
Anderson Investigative Associates
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Slide 41
IDENTIFY APPROPRIATE RESPONSES TO
QUESTIONS IN ORDER TO CONTINUE
COMMUNICATIONS WITH INTERVIEWEES.
Anderson Investigative Associates
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Slide 42 Responses
Answers Versus Responses
◦ Remove obstacles to communication and foster
information sharing
Persuasion
◦ Often require an understanding of the
interviewee’s background and personality
Goal
◦ To focus on themes and obtain the truth.
Anderson Investigative Associates
Persuasion: saying the right thing to the right person
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Slide 43
Responses
Appropriate Demeanor
◦ Not judgmental, antagonistic, bluffing,
belittling, disingenuous
◦ Good listener, professional, understanding,
truth seeker, focus on resolution
Anderson Investigative Associates
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Slide 44
Responses
Provide Relief from Stressors
◦ Can be felt by victims, witnesses & subjects
◦ Understand fears, emotions, motivations
◦ Show empathy
◦ Incorporate rapport
Anderson Investigative Associates
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Slide 45
Responses
Confidentiality Concerns
◦ Assurances information will be protected vs.
kept confidential
◦ Opportunity to secure interviewee’s
agreement not to disclose information
“Will anyone know I talked to you?”Anderson Investigative Associates
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Slide 46
Responses
Focus on the Truth
◦ Present truth as the “product” of the interview
◦ Motivate witnesses and victims regarding their role in reaching the truth and resolution
◦ Show the interviewee how the truth helps them versus the interviewer
“Why should I talk about this?”
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Slide 47
Responses
Compliment the Interviewee
◦ Easier for an individual to resist an adversary
◦ Harder for an individual to lie to someone
with whom they have any sort of attachment
or respect; we want to build that connection;
seek commonalities.
“What evidence do you have?”
Anderson Investigative Associates
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Slide 48 Responses Specific to Subjects
Alleviate Fears and
Offer Solutions
◦ Give subjects the opportunity to address the situation at hand in a positive way
Anderson Investigative Associates
“Does my family have to know?”“What’s going to happen to me?”
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Slide 49 Responses Specific to Subjects
Undermine the Subject’s Self-Confidence
◦ Convey confidence in inquiry facts and subject’s
involvement
◦ Follow up with statements that alleviate fears,
offer solutions, and convey the benefits of telling
the truth
“So, why should I talk to you anyway?”
Anderson Investigative Associates
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Slide 50 Responses Specific to Subjects
Questions About Attorneys
◦ Facilitate continued
communication without giving
any guidance
◦ Explain differences in dynamic
of conversation possible with
attorney present
◦ Emphasize the importance of
getting their side of the story
& the relationship already
establishedAnderson Investigative Associates
“Should I have an attorney here if I’m going to talk to you?”
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Slide 51 Responses Specific to Subjects
Bargaining Subjects
◦ Emphasize strength of inquiry and importance of
providing their perspective
◦ Cannot make promises of leniency/results but can
point out potential benefits of telling the truth
Decision-maker understanding & consideration of
circumstances, etc.
“What can you do to help me if I talk to you?”
Anderson Investigative Associates
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Slide 52 Reasons Other Than The Legal Stuff
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Slide 53 Reasons Other Than The Legal Stuff
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Slide 54 Responses Specific to Subjects
Time/Responsibility
Continuum
◦ Auditee/Interviewees may present future-based
queries that place responsibility on interviewer
◦ Inability to answer may create perception
interviewer is powerless
◦ Shift focus back to present and responsibility
back to intervieweeAnderson Investigative Associates
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Slide 55 “Plenty of ways…”
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Slide 56 Responses Specific to Subjects
Time/Responsibility
Continuum Benefits
◦ Facilitates RETURN TO THEMES
◦ Can increase interviewer credibility
◦ Auditee/Subject may see
benefits/empowerment
◦ Control & strategy maintained
Anderson Investigative Associates
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Slide 57 “Plenty of ways…”
Anderson Investigative Associates
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Slide 58
Anderson Investigative Associates
Summary
Identify factors that cause an interviewee to give a
denial or consider giving a denial.
Understand the verbal and non-verbal direct denial
and how they should be handled by the interviewer.
Understand the reason denial and how it should be
handled by the interviewer.
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Slide 59 Summary
Identify types of questions that can be posed by
victims, witnesses, and subjects during an interview.
Understand legal considerations when responding
to interviewee questions.
Identify appropriate responses to questions in order
to continue communications with interviewees.
Anderson Investigative Associates
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Slide 1
QUESTION TYPES DESIGNED TO ELLICIT ADMISSIONS
Mark A. AndersonDirector of Training
Anderson Investigative Associateswww.AndersonInvestigative.com
Anderson Investigative Associates
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Slide 2 Topics Covered
Understand the definition, development and use of the bait question.
Understand the definition, development and use of the assumptive question.
Understand the definition, development and use of the choice question.
Anderson Investigative Associates
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Slide 3 Ask the right questions:
Anderson Investigative Associates
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Slide 4
The Bait Question
UNDERSTAND THE DEFINITION, DEVELOPMENT
AND USE OF THE BAIT QUESTION.
Anderson Investigative Associates
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Slide 5
The Bait Question
The bait question is an implied question which is non-accusatory in nature and is used to help determine truth vs. deception.
Should cause the guilty person to change, or consider changing their original story or alibi.
Anderson Investigative Associates
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Slide 6 The Bait Question
Development
Interviewee locked into story/alibi
“Camouflaging”
Real versus fictitious information◦ Because both are implied, the innocent will not bite on them,
however the guilty will consider both as possibilities
Be sure to discuss your audit, inspection, or evaluation techniques prior to asking the bait question◦ Essential to build up credibility
Anderson Investigative Associates
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Slide 7
The Bait Question
Development
The evidence set-up must be implied or you can lose credibility
“what we can do” not “what we did do”
“cameras are everywhere nowadays” not “our cameras caught you…”
“People can leave their DNA many different ways” not “you left your DNA at the scene”
Anderson Investigative Associates
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Slide 8
The Bait Question
Development
Credibility is a must when using bait questions
◦ Once you lose credibility in an interview, the interviewee knows you are unsure and you will have a tough time gaining the truth
Example: The use of fingerprint evidence when the interviewee knows they wore gloves
Anderson Investigative Associates
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Slide 9 The Bait Question
Use
“Do not lie, imply”◦ Helps the interviewer back out if needed
Begin all bait questions with:◦ “Is there any reason you can think of….?”
◦ “Would there be any reason why….?”
NOT◦ “We have your fingerprints…”
◦ “A witness told us they saw you….”
Anderson Investigative Associates
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Slide 10 The Bait Question
Use
Innocent ◦ Does not need to think about the implied evidence
◦ Does not need to change their original story or alibi
Guilty◦ Will usually pause to consider the implied evidence
◦ They consider the evidence because they know they are guilty
Anderson Investigative Associates
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Slide 11 The Bait Question
Use
Guilty◦ Do not let them pause; you will get either a denial, an
excuse, or some sort of reason/story
◦ They may also use stall tactics such:
Repeating the question
Asking the question to be repeated
◦ Look for associated on-time non-verbal behavior indicating deception when suspect pauses
Anderson Investigative Associates
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Slide 12 The Bait Question
Use
Guilty◦ Once the interviewee begins a pause, do not let it
continue
◦ Use a credibility phrase;
“Jim, I think you and I both know what happened here”
“Tina, I think you need to reconsider your original story”
Anderson Investigative Associates
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Slide 13 The Bait Question
Use
Only use the bait question once during an interview
The subject may catch on to your use of implied evidence
If you have enough real direct information that implicates the interviewee, the bait question does not need to be used
Anderson Investigative Associates
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Slide 14 The Bait Question
Use
Examples:
◦ “Would there be any reason why if we checked the video, it would show you in the area at the time of the fire?”
◦ “When we get the lab results, is there any reason why your DNA would be in the car?”
◦ “Is there any reason you could think of that your fingerprints would be on the safe where the money was kept?”
Anderson Investigative Associates
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Slide 15
The Assumptive Question
UNDERSTAND THE DEFINITION, DEVELOPMENT
AND USE OF THE ASSUMPTIVE QUESTION.
Anderson Investigative Associates
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Slide 16 The Assumptive Question
The assumptive question is a question designed to infer that the answer is already known by the interviewer.
It’s difficult for the interviewee to lie because they know the interviewer may know the truth.
“How long have you known Jennifer?”
NOT
“Do you know Jennifer?”
Anderson Investigative Associates
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Slide 17 The Assumptive Question
Development
◦ Asking the question in this manner makes it difficult for the interviewee to lie;
Narrative response versus yes/no
Better behavior reading ability
Guilty has to consider that the interviewer may know the answer
Anderson Investigative Associates
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Slide 18 The Assumptive Question
Use
◦ The assumptive question can be used for:
Victims
Witnesses
Subjects
◦ For subjects there is one added step
Used for admissions after proper theme development (defeated)
Added step is the exaggerative answer
Anderson Investigative Associates
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Slide 19 The Assumptive Question
Use
◦ You must read behavior prior to the exaggerated question (eyes to recall side, body shift, looking away, manipulators, etc.)
◦ The exaggerated answer gets the guilty to say “no” which is really a “yes”
◦ The innocent will give an immediate denial
“Jim, what’s the most amount of times you forged your boss’s signature? It’s not like 100 times is it?”
“Tina, when was the first time you used marijuana during work? It wasn’t your first day on the job was it?”
Anderson Investigative Associates
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Slide 20 The Assumptive Question Use
◦ With victims and witnesses the exaggerated question generallydoes not need to be used
◦ Let this question work for you, not against you (one word answers)
Witness
“How often do you frequent this club?”
NOT
“Have you been to this club before?”
Victim
“How many times have you seen this guy before?”
NOT
“Have you seen him before?”
Anderson Investigative Associates
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Slide 21 The Assumptive Question
Use
◦ Use the assumptive question to turn your admissions into confessions during the development of the who, what, when, where, how, and why
“How much money do you have left?”
NOT
“Do you have any more of the money?”
“How many other times have you done this? It’s not like 50 is it?”
NOT
“Is this the first time you have done this?”
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Slide 22 The Assumptive Question
Use
◦ The use of assumptive questions during the development of the full truth will/could:
Get you more information about the matter, including greater impact
Help you find out about other matters the subject is involved in
Anderson Investigative Associates
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Slide 23 The Assumptive Question
Use
◦ The assumptive question can be used in other types of interviews such as pre-employment, for example
“How many speeding tickets have you ever gotten, it’s not like 50 is it?”
NOT
“Have you ever received a speeding ticket?”
Anderson Investigative Associates
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Slide 24
The Choice Question
UNDERSTAND THE DEFINITION, DEVELOPMENT
AND USE OF THE CHOICE QUESTION.
Anderson Investigative Associates
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Slide 25 The Choice Question
The choice question is a leading two-part question that presents an unacceptable versus an acceptable alternative and is designed to elicit a response which is often an admission.
It’s used to gain an admission before the confession, and will assist the interviewee in saving-face, as it provides a more attractive alternative to a less desired one.
Anderson Investigative Associates
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Slide 26
The Choice Question
Development
◦ Must have good versus bad alternative (although both are bad)
◦ Must have the word “or”
◦ Relates to theme used by interviewer
◦ Develop four themes and choice questions prior to an interview for planning purposes
“Is this something you planned or was it an impulse decision?”
Anderson Investigative Associates
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Slide 27
The Choice Question
Use
◦ Present only when theme has been accepted and interviewee is in a defeated state
Eyes down
Crying
Shoulders slumped
Head in hands
Hands covering face
Anderson Investigative Associates
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Slide 28
The Choice Question
Use
◦ Move chair closer to interviewee
◦ Softer voice must be used to show caring and understanding
◦ Place eyes lower than interviewee If interviewee’s eyes are closed consider asking them
to look at you
Anderson Investigative Associates
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Slide 29 The Choice Question Use
◦ Repetition is important (good or bad choice)
◦ Do not pause after question presentation They may realize either choice is an admission
They may give an excuse or reason
They may give a denial
◦ Once admission is obtained, give a reward statement “Great, that’s what I thought all along, I knew this was just
an impulsive decision, that tells me a lot about you.”
“I’m so glad you told me that, I know you will feel better now.”
“Thanks for sharing that Tim, you’re doing the right thing.”
Anderson Investigative Associates
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Slide 30 The Choice Question
Use
◦ The choice question is not a trick question; there is a third choice
◦ The third choice is they did not commit the crime
◦ Attorneys may try to challenge the choice question
Anderson Investigative Associates
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Slide 31 The Choice Question
Use
◦ Sometimes the choice question may give the interviewee a way out from the truth
Planned versus accident
◦ Work more themes
Planned for long time versus short time
Example
Anderson Investigative Associates
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Slide 32
The Bait Question
Student Exercise
Bait Question
Assumptive Question
Anderson Investigative Associates
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Slide 33 Summary
Understand the definition, development and use of the bait question.
Understand the definition, development and use of the assumptive question.
Understand the definition, development and use of the choice question.
Anderson Investigative Associates
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Slide 1
MARK A. ANDERSONDIRECTOR OF TRAINING
ANDERSON INVESTIGATIVE ASSOCIATESWWW.AN DE R SO NIN V EST IG ATI V E .CO M
MANDERSON @ AND E RS ON IN VE STI GA TI VE . CO M
912-571-6686
Anderson Investigative Associates
Advanced Rapport and Theme Development
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Slide 2 Topics Covered
Anderson Investigative Associates
Understand the significance of rapport during an interview and develop strategies to implement rapport throughout the interview.
Understand elements of the art of persuasion, decision makers viewpoint, and infusion of advanced rationalization, projection, and minimization (RPM) skills into the interview process.
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Slide 3 Interviews
Anderson Investigative Associates
Not Debates
Establish Common Ground
Planning and Flexibility
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Slide 4 Rapport Strategies
Anderson Investigative Associates
Strategies are developed prior to any interview. The interviewer must do a thorough background on the subject to look for topics to establish common ground.
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Slide 5 Consider all areas for rapport
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Slide 6 Why Rapport?
Anderson Investigative Associates
People talk to people they like.
People are comfortable with others who are like themselves.
Rapport establishes trust.
Finding commonality or common interest breaks down barriers in an interview and establishes trust.
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Slide 7 Research and Listen
Anderson Investigative Associates
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Slide 8 Rapport Fundamentals
Anderson Investigative Associates
Don’t criticize or condemn interviewee
Praise, thank, and encourage
Be sincere and interested
Use familiar language/terms
Explore interviewee’s worldview
Find issues to agree upon
Rapport ONLY with a subject?
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Slide 9 Other Considerations
Anderson Investigative Associates
Addressing the interviewee by first name or title
Offering of food, cigarettes or drink
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Slide 10
Anderson Investigative Associates
Casual Rapport
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Slide 11 Build Rapport, be considerate
Anderson Investigative Associates
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Slide 12
Anderson Investigative Associates
Casual Rapport
Close Rapport
Intimate Rapport
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Slide 13 Building rapport via bio
Anderson Investigative Associates
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Slide 14 Finding commonalities
Anderson Investigative Associates
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Slide 15
Anderson Investigative Associates
Importance of Intimate Rapport
Close Rapport
Intimate Rapport
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Slide 16
Anderson Investigative Associates
Building Intimate Rapport
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Slide 17 Processing Information
Anderson Investigative Associates
Information processing:
1. Visual
2. Auditory
3. Kinesthetic
Understanding how the interviewee processes information will aide in developing rapport.
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Slide 18 Dominant Processing Medium
Anderson Investigative Associates
Visual:
“I see what’s going on here.”
“I looked into the problem.”
“It’s clear to me he doesn’t get it.”
“Look, I already explained this.”
“I can’t picture myself doing that.”
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Slide 19 Dominant Processing Medium
Anderson Investigative Associates
Auditory:
“I hear what you’re saying.”
“That rings a bell.”
“That sounds weird to me.”
“Listen, I already explained this.”
“We need to discuss that.”
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Slide 20 Dominant Processing Medium
Anderson Investigative Associates
Kinesthetic:
“It’s like a weight on my shoulders.”
“It didn’t feel right.”
“That’s not the impression I got.”
“That just doesn’t fit.”
“Hold on a second.”
“I can’t put my finger on it.”
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Slide 21 Kinesthetic Wording
Anderson Investigative Associates
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Slide 22 Tiger’s words
Anderson Investigative Associates
“I walk through things…”
“every step I make I think about…”
“I know how to use my head…”
“I’d never been there before…”
“She made me feel something…”
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Slide 23 Methods of Maintaining Rapport
Anderson Investigative Associates
Mirroring
Highest form of flattery is when someone imitates you.
Develops trust because subconsciously the person feels that you are like them.
Be selective so that it appears that it is natural and sincere.
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Slide 24 Methods of Maintaining Rapport
Anderson Investigative Associates
Mirroring
It is not necessary to mirror another person exactly.
Cross matching simulates the interviewee’s behavior without matching gesture for gesture.
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Slide 25 Methods of Maintaining Rapport
Anderson Investigative Associates
MirroringLanguageSpeech volume/pace/accentEmotionsBody postureArm/leg movementsBreathingAttire
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Slide 26
Anderson Investigative Associates
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Slide 27 Methods of Maintaining Rapport
Anderson Investigative Associates
Leading
Changing your own behavior with enough rapport that the interviewee will follow.
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Slide 28 Methods of Maintaining Rapport
Anderson Investigative Associates
Leading
Having the interviewee mirror you will allow you to subconsciously establish control.
Generally is done after the interviewer has mirrored the interviewee first.
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Slide 29 Methods of Maintaining Rapport
Anderson Investigative Associates
Leading
Good for opening communication if subject is reluctant to talk.
Good for helping the interviewee relax.
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Slide 30 Methods of Maintaining Rapport
Anderson Investigative Associates
Anchoring
The process by which any stimulus gets connected to and triggers a response.
Internal
External
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Slide 31 Methods of Maintaining Rapport
Anderson Investigative Associates
Anchoring
Touching or using sound, smell, visual stimulus, or movement at the appropriate time with an interviewee to establish a mood or state of mind, to trigger a thought or memory, or to alter a behavior pattern.
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Slide 32 Methods of Maintaining Rapport
Anderson Investigative Associates
Anchoring
The anchor is a trigger that re-establishes a state of mind.
Anchor can be visual, auditory, olfactory, or kinesthetic.
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Slide 33 Anchoring
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Slide 34
Positive Response Negative Response
Anderson Investigative Associates
Smile, lean forward and relax
Positive head nods
Positive sub vocals such as “uh-huh”
Touching a shoulder or arm
Positive verbal gestures
Tense facial muscles, frown or grimace
Lean away, closed posture
Direct eye contact away
Change the your tone, pitch or rate of speech.
Negative verbal gestures
Types of Anchors
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Slide 35 Maintaining Control
Anderson Investigative Associates
Balance between maintaining rapport and control is critical.
Control can be obtained by how you represent yourself either as an authority figure, an expert, or in a confident, strong manner.
Attitude can be our downfall.
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Slide 36 Maintaining Control
Anderson Investigative Associates
Control is not dominating the conversation, but subtly directing it.
Control is conditioning the interviewee to talk using open-ended questions and positive feedback.
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Slide 37 Maintaining Control
Anderson Investigative Associates
Our Location
Control room setup
Direct the interviewee to sit in a certain chair
Control distractions & remove barriers
Control breaks and pace
Utilize secondary and others, as needed
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Slide 38 Table Move
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Slide 39 Maintaining Control
Anderson Investigative Associates
Their Location
Invade their personal space: Placing items on their desk
Picking up personal items
Asking for a change of scenery
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Slide 40 Overcoming Resistance
Anderson Investigative Associates
Factors causing resistance:
1. The interviewee been interviewed before.
2. The interviewee has no remorse or emotion about the offense committed.
3. The interviewee perceives the government in a negative way.
4. The interviewee has personal perceptions about the interviewer that cause barriers.
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Slide 41 Overcoming Resistance
Anderson Investigative Associates
The interviewer should convince the interviewee to evaluate the person, not what the interviewer represents.
Integrity, respect and honesty can remove these barriers.
Persuasion without coercion by explaining why it is beneficial for the interviewee to talk.
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Slide 42 Homework and Rapport
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Slide 43 Develop “Themes”
Anderson Investigative Associates
Themes help interviewees rationalize, project, and minimize their behavior, which makes it easier for them to confess.
Do not harshly judge interviewees or condemn their actions. Instead, help them justify why a “good person” would make this kind of “mistake.”
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Slide 44 Develop “Themes”
Anderson Investigative Associates
Everyone has developed, through life experiences, a moral compass that justify and control actions.We need to try to understand where each
interviewees moral compass is.
When we understand this we can better help this individual to rationalize actions to bring them back into equilibrium with their moral guidelines.
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Slide 45 Develop “Themes”
Anderson Investigative Associates
When interviewing, we must maintain hope in the interviewee that regardless of what is said, this equilibrium can be re-established.
This hope allows interviewees to admit to wrongful acts.
During the evidence presentation, as you overwhelm, all hope is removed. Then hope is returned during the theme presentation.
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Slide 46 Develop “Themes”
Anderson Investigative Associates
It is important to remember this moral compass is not always going to agree with our own…or that of most reasonable people.
EXAMPLE: What is courage?
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Slide 47 Develop “Themes”
Anderson Investigative Associates
In theme development an opportunity exists for the development of a relationship.
This is one of mediator, rather than adversary.
This allows interviewees to view the interviewer more favorably.
Interviewee sees the interviewer as one who faces problems and turmoil in everyday life; the same as him/her. This creates trust.
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Slide 48 Develop “Themes”
Anderson Investigative Associates
Theme development also allows the perception of transferring guilt.
This minimizes the interviewee’s perception of the seriousness of the issue.
This appears to make the interviewee a victim of circumstances, rather than the initiator of the crime.
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Slide 49 Develop “Themes”
Anderson Investigative Associates
This transference of guilt focuses the interviewee’s attention on the resolution of the incident, rather than the consequences.
This focus on resolution allows interviewee to put the incident behind them and leading him to believe it is in his best interest to confess.
If the focus remains on the consequences (loss of job, jail time, fines, etc.) interviewee is much less likely to confess.
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Slide 50 Develop “Themes”
Anderson Investigative Associates
This process allows the interviewee to overcome the fear to confess.
That fear is based on the consequences of what they did.
That fear must be overcome to obtain an admission.
As an interviewer if you can keep the issue of fear paramount in your mind, everything else in themes flows from it.
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Slide 51 Develop “Themes”
Anderson Investigative Associates
RationalizationProjection
Minimization
“You’re a good parent who wants to take care of your kids. It looks to me like you were just trying to put food on the table, like any good parent would.”
“You asked for a raise twice, and they turned you down. If they had just listened when you asked for help, you could’ve done this the right way, like you wanted to. They forced your hand when they wouldn’t help you.”
“It’s not like this is a million dollars. It’s pennies compared to what our government wastes every day. It’s not like anybody got hurt.”
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Slide 52 Develop “Themes”
Anderson Investigative Associates
Anticipate denials and plan to work through them by being persistent and/or trying different themes.
Your themes may change based upon information gathered during rapport or general questioning.
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Slide 53 Develop “Themes”
Anderson Investigative Associates
Interviewers need to put themselves in the interviewee’s shoes through planning and preparation.
Be careful here not to impose your biases or moral and ethical values on the interviewee. Adequate pre-planning should prevent this.
When pre-planning for themes, we are really looking to comprehend the interviewee’s value system.
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Slide 54 Where to find themes?
Anderson Investigative Associates
Again, work up front promotes success
Many come from interview/rapport
Active listening – Active thinking
Biography/Background
Witness interviews/Peers
Media – print, web, television, local
Life Experience!
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Slide 55 Where to find themes?
Anderson Investigative Associates
Life Experience!Personal life, true or embellished
Previous Iquiries
Peer Pressure
Be Creative!Be prepared to alter if unsuccessful
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Slide 56 “My weak point…”
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Slide 57 “Some common ground…”
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Slide 58 Listening for Themes
Anderson Investigative Associates
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Slide 59 Listening for Themes
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Slide 60 Listening for Themes
Anderson Investigative Associates
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Slide 61 Where to find themes?
Anderson Investigative Associates
Anatomy of Interview Themes
Page 62 – Bribery
What Themes?
Page 241 – Terrorism
What Themes?
See attached handout.
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Slide 62 Other Theme Options
Anderson Investigative Associates
Themes in the 3rd personLess threatening to the intervieweeAllows the interviewee to discuss or agree
with the theme before it is made personal to them.Makes them less likely to offer denials, and
is much less of a direct attack. Interviewee not sure that the interviewer is
talking about them, so they withhold any denials.
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Slide 63 Other Theme Options
Anderson Investigative Associates
Themes in the 3rd person It is essential to stay away from using the
interviewee’s name or the pronoun “you.”
Depersonalize the theme from the beginning --interviewee less likely to shut down or offer denials.
Look for agreement and buy-in on the theme in the third person, it will be easier to transition to the second person.
In the third person approach use words such as: he, she, everyone, everybody, society, they, others, people, etc.
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Slide 64 Other Theme Options
Anderson Investigative Associates
Themes in the 3rd person
Once denials are offered, the interviewer can use the second person pronouns to continue the themes.
Must continually measure how effective themes are, and employ several of them to find the best theme that the suspect accepts.
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Slide 65 Other Theme Options
Anderson Investigative Associates
Themes in the 3rd person Once a solid theme is identified:
Other themes should be minimized and additional conversation should occur at a deeper level on the meaningful theme.
This more in-depth conversation will strengthen the rapport between the interviewer and the interviewee, which will further diminish the interviewee’s aversion to confession.
Interviewers should use effective rationalizations repeatedly during interviews. The skill in employing this will proportionally affect the ability to overcome emotional resistance in the interviewee.
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Slide 66 Third Person Theme
Anderson Investigative Associates
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Slide 67 Other Theme Options
Anderson Investigative Associates
Themes in the 3rd person
Anatomy of Interrogation Themes
Page 254 – Burglary
What Themes?
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Slide 68 Other Theme Options
Anderson Investigative Associates
Decision Makers Viewpoint
Presenting themes in this way is another effective method to enlist the involvement of the interviewee in a scenario that does not directly involve them.
Set up situation with similarity or one the interviewee can identify with.
Involve him/her in the decision.
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Slide 69 Other Theme Options
Anderson Investigative Associates
Decision Makers Viewpoint
Numerous methods and storylines to employ in the decision maker’s viewpoint.
They can be done using children, co-workers, law enforcement officers, etc.
An example could be with a male who is a father who is not giving you the truth so you say:
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Slide 70 Other Theme Options
Anderson Investigative Associates
Decision Makers Viewpoint
Essential to be a good actor and convincing in how we convey these stories.
Need to be directed at relevant areas of the interviewee’s life.
Get interviewee involved by asking questions throughout the process
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Slide 71 Other Theme Options
Anderson Investigative Associates
Stories/themes should be worked into the Evidence Presentation as well.
Helps to establish a foundation during that presentation, for what is later developed in the theme presentation.
Numerous methods and storylines to employ in the decision maker’s viewpoint.
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Slide 72 Develop “Choice Questions”
Anderson Investigative Associates
When you see signs of acceptance or defeat, present a choice question.Teary eyes, slumped shoulders, head dropped or
in hands, nods of agreement, etc.
Should not be posed until you see those verbal or non-verbal indications that the themes are weakening the interviewee’s position.
Maintain eye contact with the interviewee.
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Slide 73 Common Mistakes
Anderson Investigative Associates
Allowing interviewee into the monologue
Failure to stop denials
Wrong theme/RPM
Choice question presented too early
Displaying lack of conviction in your evidence and the interviewee’s guilt
Room set up / location
Interviewer’s nonverbal behavior
Does not re-accuse after denials
Interviewer’s weakness in interviewing
Giving up
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Slide 74
Anderson Investigative Associates
In any case, keep cool. Have unlimited patience. Never corner an opponent, and always assist him to save face. Put yourself in his shoes – so as to see things through his eyes. Avoid self-righteousness like the devil – nothing so self-blinding.
~Basil H.L. Hart, Deterrent or Defense (Advice to Statesmen)
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ProcessPlanning
Perspective
-Backgrounding- Active Listening
- Understanding
Interviewing inAudits, Inspections
And Evaluations
Essentials for Effective Interviewing
Persuasion-Influencing
- Convincing
- Observation
- Evaluation
- Strategizing
Anderson Investigative Associates
Interviewing is the backbone and soul of any good investigation, audit, evaluation, or inspection. There are
continuously “new methods” for interviewing being developed, all with the intent; I am sure, to elicit the best
information possible from an interview. Some of these methods were likely developed for the purpose of profit,
some out of arrogance, and many of them have just confused the interview landscape. The fact is interviewing
is an art form, a free-flowing dance involving moment by moment actions and decisions. However, incumbent
in that need to be impromptu in the moment is the need for planning and preparation, much like that done by a
dancer, athlete, or artist. Therefore, when we study interviewing, we must study the overall art and goals, but
also examine the minute details of planning necessary in order to generate success.
The above model is then provided as a way to examine this complex entity we call an interview. It is provided
to look at the totality of the process, a holistic approach, and put into proper perspective the step by step.
Although the steps simplify the process, they have the effect of limiting the quantity and quality of information
that is obtained. There are those that approach the interview as if I get through these 9 steps, I will have all I
need. This is a gross over-simplification of the interpersonal interaction that is occurring. This is a dynamically
fluid process requiring our ability to adjust and adapt in the moment. Interview steps do have a purpose, like a
roadmap to insure we cover the ground necessary to get to our destination, but they should not direct our trip. If
you are driving and the map directs you on a certain road and there is a bridge out, I sincerely hope you don’t
attempt to go over it. The same is true to a much greater extent in an interview; therefore those steps should
only serve to be a guide.
The intention of this model is to focus on those areas we need to address before and during the interview,
examining issues pertaining to the development (conceptualized) and delivery (applied) of the interviewing
process. This approach allows for individualized subject areas like theme development, purpose transition,
handling denials, and types of interview questions to be implemented within the four areas. It also stresses the
importance of rapport to both the rational and emotional model of interview, and how it’s effective utilization
will facilitate success in each of the four areas.
Keeping in mind the diagram above, and recognizing that this is a fluid process, let’s look at each of the
elements of this model and talk in detail about them. Please note that these items are not in a step order. In
the interview room, you may jump repeatedly from one area to another as you proceed through the interview.
Elements of each area will influence decisions and actions you take. What occurs is a strategically entropic
flow from one area to another as you orchestrate and conduct this interview.
I. Planning
“In preparing for battle, I have always found that plans are useless, but planning is
indispensible.” -Dwight Eisenhower
Planning is one of the most important elements of the interview, yet without a doubt the most
neglected. Studies done in recent years estimate that less than 10% of all interviews have effective
planning completed for them. This applies to all interviews, whether done in an impromptu fashion
on the street or after months of an investigation. The fact is that case loads, administrative pressures,
the amount of effort, and a lack of understanding all contribute to the miserable results we see in this
arena.
The planning we speak of occurs prior to the interview, but also in the room as the interview
develops and progresses. This should be a continual process based on new information received,
relevant to the case, or the individual being interviewed. This data should all be added and
synthesized to assess its effect on the other three elements below.
Planning pertains to knowing the case, knowing its direction, being fully familiar with the people
involved, knowing the personal qualities of the individual you are interviewing, etc. The list here
could go on and on, and attempting to list every item would surely result in items being missed,
because investigations can be very complex. Suffice it to say, the more you know about the matter
or the individual at hand, the less you are unsure about, and the more you can move and influence
the results of your interview, and likely, the investigation. This area is only limited by the creativity
of the investigator.
a. Backgrounding
“What you see is news, what you know is background, what you feel is
opinion” – Lester Markel
This is one element of planning, whether it is biographical information on the individual or
elements of the crimes plausible; the number of areas requiring backgrounding is immense.
These are the common ones, but I want to know the intimacies of the event and I want to know
the likes/dislikes and weaknesses of the individual (Achilles heel). I want to know as many “soft
issues” as possible in order to be able to direct rapport, questioning, and theme development to
optimize the quantity and quality of information I get from that individual. Again, the more I
know, the less is in question and the better able I am to detect deception in the interview room.
When the term detect deception is used, I am not talking about just an outright lie. We are
talking about inconsistent expressions and emissive behaviors, whether they be covert or overt.
b. Strategizing
“In the old days, we responded to our clients. But my philosophy is changing. To be vibrant
and growing, I need to lead my clients. I need to strategize with them to do things neither of
us has ever done.” – Larry Apple
Employing strategy in all elements of the interview, prior to and during the interview, is essential
to optimizing the results. However, this application is often missing or minimized in
interviewing and many other areas of life because of the rigors of effectively doing it. This is
why we see so many micro-managers, because it is easier to do that than effectively plan for long
term contingencies. The implementation of strategy in the interview plan and process helps to
foresee alternatives, and plan for moving beyond them. This element should again be employed
in detail before the interview, but must be consistently evaluated while in the interview room.
II. Process
“The creative process is a process of surrender, not control.” – Julia Cameron
It is easy to become regimented in the interview room, and attempt to make the interview happen
like an agenda. This is easiest to work through some laid out steps, but this is not reality, and it is
essential that we are prepared to adjust and adapt continually through the interview process. This
process, although operative in the interview room, must be considered and addressed during
planning, prior to the interview, then continually addressed through the elements captured below.
It is important, to address an issue that applies here and in the Perspective section that follows. We
need to keep “ourselves” out of the interview; not our logic and intellect, but those variables that
interfere with our ability to detect deception, in all of its various forms. What are those?
1. Maintain our role as a mediator, not that of adversary;
2. Actively minimize our bias (perception) in investigations and interviews.
3. Don’t ever be moved from logic to emotion.
When we see ourselves in any other manner than as a mediator of the truth, we will decrease our
ability to effectively “hear” what is being said. If you are looking to confirm what you already know
(confirmation); looking for an argument or discourse (confrontation); or looking for, or susceptible
to praise (compliments), you will be less likely to hear the meaning and the message. Those
affirmations are about you, not about the individual being spoken to. They come from internal
sources and are not focused on the subject being addressed.
a. Active Listening
“To listen well, is as powerful a means of influence as to talk well, and is as
essential to all true conversation” – Chinese Proverb
“A wise old owl sat on an oak; The more he saw the less he spoke; The less he spoke the more he
heard; Why aren't we like that wise old bird?” -Anonymous
This is one of the most grossly underused and poorly applied techniques during an interview. So
many things interfere with doing this at a level to maximize return on information in the
interview. We must minimize those interferences whether external or internal. The first is the
interviewer being focused on what they will say next, and in this focus they do not “hear” what is
being said. Many will say that they can multi-task and therefore don’t miss anything, but this is
not reality. When we are attending to more than one thing, each one gets less information than if
we were focused on one item. In the interview, listening is imperative to understand the issue
and so many other things that interviewee is feeling.
The second issue that interferes is our biases. It is hard to leave them at the door, no matter how
hard we try, but we must first understand ourselves and then consciously apply a standard to
minimize these biases. Some say biases are the same as perception, and that our perception is
often a reflection of our own feelings and attitudes. If this is a natural process, we must work to
minimize its impact. In the interview room, our objective should be to apply these skills to
understand in totality what our subject is saying.
A third issue is that we really aren’t interested in what is being said. We must listen to
everything in order to be able to separate the wheat from the chaff. Listening to the totality of
information helps us to better understand that person. Listening with interest is essential through
both non-verbal and verbal encouragement and affirmation. It is also necessary to insure that we
understand what they are saying. Too many of us filter what we are told through our reality,
instead of understanding the reality of our subject.
When we accomplish quality active listening during an interview, it will cause us to refresh,
validate, and correct our backgrounding and planning. Of additional note here is the need to
minimize interrupting by secondary interviewers who are present. This occurrence decreases
comprehension and the quality of information when more than one interviewer is actively
querying the interviewee at the same time.
b. Observation
“The power of accurate observation is commonly called cynicism by those who
haven’t got it.” – George Bernard Shaw
Keen observational skills are key for a good investigator and nowhere are they more important
than in interviewing. Despite how long an interview goes on, we must stay focused to obtain all
the information necessary for a successful interview. This observation must be holistic, listening
to every word, observing all the verbal indicators of truth and deception, accessing non-verbal
cues, and assimilating this through your observational grid. This listening and observation
allows us to continually plan and process, gain perspective and persuade throughout the
interview.
III. Perspective
“The most important persuasion tool you have in your entire arsenal is
integrity.” – Zig Ziglar
Our perspective is formed based on investigation both during and before the interview. It is formed
based on the facts obtained from the investigation in the form of documents, evidence, interviews,
and a variety of other techniques. That perspective is then validated or disputed based on the
information obtained in the interview. This assessment then allows us to fashion the best approach
from an adjust and adapt perspective to positively influence the interview outcome. Through this
assessment we better understand the interviewee and the process that individual is involved in to
justify their actions. We will look at two essential aspects of perspective:
a. Evaluation
“True genius resides in the capacity for evaluation of uncertain, hazardous, and
conflicting information.” – Winston Churchill
As indicated above, we must evaluate and evaluate well. What we hear must be evaluated
against that which we know. This is where facts and investigative results come into contact with
statements the interviewee gives you. This is where we must consider alternative explanation of
the facts and the infinite ability for rationalizations produced by interviewees. The process of
evaluation then equips us to better identify with that individual, rapport with them, question
them, and develop appropriate neutralizations for interacting with this person.
b. Understanding
“I know that you believe you understand what you think I said, but I'm not sure you realize that
what you heard is not what I meant.” – Robert McCloskey
We must seek first to understand, and to understand completely. To understand without
consideration of our bias or prejudices and not in conjunction with our realities. We need to
understand not only the facts but the motivations and thought process. Our arrival at this will
again be through effective rapport, excellent questioning, and quality theme development. We
owe it to ourselves and the interviewee to endeavor to understand completely. The better our
understanding the more accurate our ability to detect deception in its multifarious forms will be.
IV. Persuasion
The art of persuasion is key to moving an individual from their reality to our reality. It is key to
helping them to see the issue in a less myopic and more macro way. Seeing the reality of the totality
of the matter in this way allows them to move beyond the event. This is an art, and the most artistic
way in handling requires the interviewer to be fully engaged with the planning, process, and
perspective of the interview, and more importantly, the individual before you. The goal here is
increasing the perception of opportunities (worldview) and decreasing the perception of obstacles.
a. Influencing
“It takes tremendous discipline to control the influence, the power you have over
other people's lives.” –Clint Eastwood
We must influence that individual, however this can never be done without the establishment of
credibility and trust. This credibility and trust can only be established through the employment
of effective rapport. Given this factor, it is imperative to not be identifiably deceitful in the
interview. This factor alone will eliminate the possibility of trust and thereby minimize any
opportunity to influence that person. Influencing must be effectively executed during the
interview after this trust is established via rapport, active listening, and understanding. People
desire to have these qualities expressed in their lives. We know how this is required in
meaningful business and personal relationships. This is the only way good communication
occurs. Likewise, it must be employed in the interview to reach the point where influence can be
exercised.
b. Convincing
“Advertising is the art of convincing people to spend money they don't have for
something they don't need.” –Will Rogers
Convincing is essential to bring the interview to conclusion and success. We can complete
planning through backgrounding and strategizing; we can employ process via active listening
and observation, and we can gain perspective through evaluation and understanding, but if we
cannot persuade and convince, the deal is never complete and the objectives never obtained. The
convincing is completed through an effectively orchestrated interview with the employment of
good rapport and quality individualized neutralization development. This in concert with well-
delivered purpose transition and the use of assumptive and bait questions will influence and
convince the interviewee of the right decision to make in resolving the matter. This is the
culmination of the entire investigative effort when it comes time to convince and conclude. It is
essential that part of this convincing is that it is in their best interest to talk and confess. There
has to be a belief of the positives of what is in it for them by speaking to you.
What we have looked at is a mind set, thought process, or overall strategy for preparation and execution of an
interview. Within the interview itself, techniques must be employed to efficiently and completely perform the
task of interviewing and obtain the positive results anticipated. What is written above does not in any way
detract from our need to become proficient at those techniques or their appropriate execution in the interview.
The determination as to what method of interrogation to use based on the above four qualities will likely give
you much greater confidence and success with the method chosen to be employed. You will with good reason
decide on the direct method or factual approach, whether you will include the use of storylock, or whatever
other combination of methods you strategize. These methods are taught by almost all practitioners and which to
employ will be closely associated by the employment of these essentials.
The use of rapport, neutralization development, purpose transition, and other techniques is essential and will be
better planned and executed based on the implementation of the above four tenets. In order to excel at
interviewing we must become extremely adept at implementing rapport, fashioning applicable neutralizations,
and closing the deal with purpose transitions designed to elicit admissions and confessions. Through execution
of the essentials above, it is extremely likely that the quality of these components will improve greatly in your
interviews. Additionally, you will operate with a great fluidity, that will allow you to adjust, adapt, and
establish control throughout the interaction.
This is a different way to think about interviewing. Becoming familiar with the concept and methodology, and
applying it will result in more successful and complete interviews. However, its employment will necessitate
four more “P’s”: patience, persistence, perseverance, and practice.
Time/Responsibility Continuum:
Answering Those Questions Posed to Us During Interviews: The Time/Responsibility Continuum:
Mark A. Anderson
Anderson Investigative Associates
In the multitude of interviews that we complete, you would have thought that someone would have told our
interviewees that we are the ones asking the questions, not them. But like everything that happens in the
interview room, it doesn’t always go according to plan. Despite our best laid plans, as General Eisenhower has
said, “plans are useless, but planning is indispensible.” This is why we need to have completed enough planning
to be adequately prepared to answer those questions that our interviewee may pose. The reason for this is
because undoubtedly those that we are talking to will have some questions that we need to be strategically
prepared to answer. One of the things we know about these questions is that we see them repeatedly queried
across the interview landscape. You will deal with them again and again. So employ adequate planning to have
responses vs. answers prepared for these eventualities. These answer should become a part of your repertoire
for conducting effective interviews.
In the area of interviewee questions, one of the issues encountered repeatedly are questions that are future-based
and places the responsibility for resolving on the interviewer. Listen to some of these questions, and there are
many more: “Will I go to jail?” “What is going to happen to me?” “Will I lose my job?” “How bad is this?”
“Will my family be told?” This is an abbreviated list of these type of questions. We must employ our best
active listening skills to detect when these gems are being launched onto the interview landscape so that we can
effectively handle them. These questions pertain to the future and shift the responsibility for an answer or
information to us. Our goal should be to bring the matter back to the present and return the responsibility to the
interviewee.
As we all know, in the future, we as interviewers have very little power, responsibility, and authority.
Resultingly, the most common response to these questions is either with a negative contraction or no answer at
all. We might hear, “I can’t tell you what will happen.” “I don’t have anything to do with those decisions.”
“That isn’t anything I deal with.” “That is up to the attorneys”. The negative content of these responses
appear to take power away from the interviewer and place it elsewhere. In many cases we don’t have the legal
authority to answer some of these questions, which is why we want to redirect this question back to the present
and return the responsibility for resolving the situation to the interviewee. The reality is that in the interview
room, in the present, we are the most powerful person in the interviewee’s life, and these negative answers
potentially mitigate the power and authority that we have in the interview room. In some cases, if we answer
with these negative contractions enough, the interviewee might question why he is talking to you and ask to talk
to someone else; someone with authority.
To prevent this from occurring, when we hear (active listening) these questions, we must do two things; shift
the issue back to the present (in the interview room), and shift the responsibility for resolution back to the
interviewee. How do we do this? When the interviewee says, “Am I going to go to jail?” We respond with,
“None of us can predict the future, but I know that when people tell the truth and lay all the information on the
table it looks much more favorable for them. In addition, it gives you a chance to explain why this happened
and it allows you to play a part in the decision-making on this matter as it pertains to you.” This response by us
brings the issue back to the present and shifts the responsibility back to interviewee. By bringing the situation
back to the here and now, this returns us to the position of power and control that is needed to obtain truthful
information in the interview room.
There are several ancillary benefits to this approach. To the interviewer, bringing the issue back to the present
serves to return power, control, and authority to him/her. Additionally, investing in this approach of theme
development increases our credibility and thus our appearance of honesty and integrity to the interviewee.
Benefits perceptively recognized by the interviewee includes an increase in hope, by being provided a chance to
resolve the issues at hand; to secure some control over their destiny; and to actively participate in decisions
about their future. All of our transitional answers in this shifting arena should be directed to accomplish several
of these benefits.
These actions by you as the interviewer accomplish several possibilities. With orchestrating this move back to
the present, you shift the paradigm experienced by the interviewee, which results in their having to recalculate
their approach, giving you an opportunity to maintain control and move ahead with your strategy to obtain the
truth. This can be done by directing questions pertaining to the investigation or toward the interviewee
(theming). This further can be accomplished by returning to themes and moving the interviewee to the position
of submission. If as you adjust and adapt to the circumstances it may be necessary for additional presentation
of evidence coupled with theming.
As can be seen from this one technique, several avenues to re-direct and positively motivate truth-telling can be
accomplished from this technique’s effective, recurring implementation.
LIST OF POTENTIAL QUESTIONS AND EXAMPLES OF APPROPRIATE RESPONSES QUESTIONS REGARDING PURPOSE OF INTERVIEW
Q: So, am I under investigation?
“I’m looking into some weapons matters and have some questions I’m sure you can help me resolve.”
Q: Are you accusing me of something?
“I’m working to resolve issues regarding weapons shipments. I know your role in all this, Bobby, and I would
like to get your side of things today.”
Q: What exactly do you want to talk about?
“Bobby, my goal today is to give you the opportunity to share your perspective on some weapons issues I’ve
been looking into.”
Q: Why is this focused on me?
“I’ve done a lot of work sorting through the facts, Bobby, and I’m here to get your side of things today.”
Q: What makes you think I know anything that could help you?
“I’ve looked into things very thoroughly, Bobby, and it’s clear you need the opportunity to share your story.”
QUESTIONS REGARDING BENEFITS OF TALKING TO INVESTIGATORS
Q: Why should I discuss anything about my business with you?
“I already have plenty of facts regarding what’s going on. Today I’m presenting you with the opportunity to
have a voice in what happens from here.”
Q: What good does it do me to talk to you about this?
“This may seem overwhelming to you right now. You’ve got yourself mixed up with some stuff that’s bigger
than you thought. I know that, Bobby, and I want to give you a chance to explain your side of things.”
Q: You already think I’m guilty of something. Why should I talk to you about anything?
“Bobby, you’re a smart guy. You know I’ve done a thorough job looking into things. You’re also smart enough
to know this is an opportunity to clear up exactly what your involvement is in this.”
Q: What can you do for me if I tell you what’s going on?
“Bobby, I know this isn’t all about you. You’re smart enough to know I’m going to have to provide all the
information in my report to the Assistant US Attorney. You’re also smart enough to know that your honesty can
make a big difference in what eventually happens.”
Q: Do you even care what I have to say about this?
“Of course I care what you have to say, Bobby. I deal with people wrapped up in much worse stuff than you’re
involved in. You’re not like those people, and I want you to have the opportunity to do what’s right by you and
your family.”
Q: If you think I did it, why don’t you just show me the evidence you have?
“Well Bobby, the reason I don’t show you all the evidence is to help you out. You see, if I have to show you the evidence it doesn’t tell the decision makers that you want to cooperate. By you telling me what happened without me having to show you all the evidence tells us that you want to do the right thing and that goes a long way in influencing the decision making process.”
QUESTIONS REGARDING HAVING AN ATTORNEY PRESENT
Q: Do you think it would be a good idea for me to get an attorney?
“You know that’s a decision you have to make on your own. But, I’ll tell you, Bobby, I was really hoping to get
your perspective on all this today. I think that’s real important for you and your family.”
Q: Do you think I need an attorney?
“Bobby, that’s a question you have to answer for yourself. What I think is you’re an honest family man who
already knows the right thing to do is just explain what you’ve got yourself into. I’m here to give you the
opportunity to do that. I can’t promise you’ll have that opportunity again.”
Q: Would you get an attorney if you were me?
“That’s not a decision I can make for you, Bobby. I know all my decisions are based on what the right thing is
for my family. I know family is important to you as well, and I was hoping we could just talk things through so
you have the chance to clear things up for them.
Q: What happens if I say I want an attorney?
“Well, Bobby, the good talk we’re having now has to end. I think that would be a shame because I really want
to get your perspective on all this. I know there is a bigger side to all this than what you’re involved in.”
Q: Can I have an attorney here while I talk to you?
“Of course you can, Bobby. That’s your right. I will tell you, though, this open talk we’re has to end if you do.
And I was really hoping to get your perspective on all this today. I think that’s real important for you and your
family.”
Q: Should I have an attorney here if I’m going to talk to you?
“You know that’s a decision you have to make on your own. But, I’ll tell you, Bobby, I was really hoping to get
your perspective on all this today. I think that’s real important for you and your family.”
QUESTIONS REGARDING CONSEQUENCES OF CRIMINAL ACTIVITY
Q: So, how much trouble am I in?
“Bobby, you know you’re mixed up with some bad guys. I’m here to let you explain what’s going on from your
point of view. I’ll level with you, that point of view can sometimes make all the difference in the world to the
people who make decisions on these things. So tell me…”
Q: Am I going to have to stay in jail?
“I know you’re feeling overwhelmed right now. I wish you weren’t caught up in all this. I’m not the one who
makes decisions on those kinds of things. I wish I were because I think you’re just a good person wrapped up in
some stuff beyond your control. Let’s focus on what you can do for yourself right now. Bobby, let’s work
together to make sure your side of things is clear. So tell me…”
Q: What could happen to me?
“Bobby, I wish I was the one making decisions because I think you’re just a good guy caught up in some bad
stuff. I’m not, though. What I can tell you is that your actions today can make a big difference in what happens.
People like people who are honest and do the right thing. Decision-makers in this stuff are no different. So tell
me…”
Q: What could happen to someone involved in something like this?
“That really depends on a lot of things, Bobby. How honest you are with me today, whether you do the right
thing here, can make a big difference in what happens down the road. So tell me…”
QUESTIONS REGARDING FAMILY AND BUSINESS
Q: How can I keep my family out of this?
“I’m real impressed with how important your family is to you, Bobby. You and I both know your family would
want you to do the right thing. This is your opportunity to explain how you are very much responsible in what’s
going on.”
Q: How can I keep the business out of this?
“Bobby, I know you value what your family has built over the years. I’m hoping you’ll take the opportunity
today to explain how you are very much responsible in what’s going on and do what you can to protect the
reputation of that family business.”
Q: I don’t want my family involved in this. Can I just accept responsibility for everything that’s gone
on?
“This question tells me a lot about the kind of person you are, Bobby. You know, I’m here to help you do
exactly what you’re asking. This is your chance to do the right thing by your family and make sure people
understand what has happened here. So tell me…”
Q: Does my family have to know about this?
“Bobby, I’m going to protect the information you provide me today. I only talk to people I absolutely need to in
order to do my job well. In fact, I think it’s important you don’t talk about what we’ve discussed today with
anyone else.”
Q: What can I do to keep my family and the business out of trouble?
“Bobby, I know you value what your family has built over the years. I’m hoping you’ll take the opportunity
today to explain how you are very much responsible in what’s going on and do what you can to protect the
reputation of that family business.”
QUESTIONS REGARDING CONCERNS FOR SAFETY
Q: Have I gotten myself involved in something dangerous?
“You know, Bobby, I’m afraid you have gotten mixed up with some rough characters. The good thing is that
you’re talking to me and sharing information that lets us know exactly what these guys are up to.”
Q: These guys kind of scare me. What can you do to protect me?
“Bobby, I don’t blame you for being scared. The good thing is there are protections in place for people like
you who provide information on activity like these guys are involved in. The important thing is that you tell me
exactly what you know about them. So tell me...”
Q: I don’t want my family hurt. Can you do anything to protect me if I tell you what’s going on?
“It doesn’t surprise me at all that you’re concerned about your family. Bobby, I want your family to be safe,
too. The good thing is there are protections in place for people like you who provide information on activity
like these guys are involved in. The important thing is that you tell me exactly what you know about them. So
tell me...”
Q: What can you do to protect me if I talk about these people?
“Bobby, I don’t blame you for being scared. The good thing is there are protections in place for people like
you who provide information on activity like these guys are involved in. The important thing is that you tell me
exactly what you know about them. So tell me...”
Q: Can you guarantee my safety?
“You know, Bobby, I’m afraid you have gotten mixed up with some rough characters. The good thing is that
you’re talking to me and sharing information that lets us know exactly what these guys are up to. There are
protections in place for people like you who provide information on activity like these guys are involved in. So
tell me...”
QUESTIONS REGARDING BENEFITS OF PROVIDING A SIGNED, SWORN STATEMENT
Q: Why should I write anything down?
“I really appreciate how honest you’ve been, Bobby. I know that’s going to make a big difference. What I’m
doing now is offering you the opportunity to continue to show how much you want to do the right thing. Writing
down what we talked about is really your chance to tell your side of things in your own words. Get your
perspective out there for people to understand.”
Q: Don’t you have notes/a recording of all this?
“Of course we’ve got good notes/a recording. But nothing can tell your side of things like your own words for
people to read. I don’t give everyone I talk to the opportunity to write things down, Bobby, but I’m doing this
for you today because I think your perspective is so important in what’s happened.”
Q: What good does it do me to write a statement for you?
“Bobby, writing a statement is actually an opportunity for you to put all this in perspective, to get your side of
things down in your own words. Doing that really helps people understand what’s going on and can make all
the difference in the world.”
Q: What are you going to do with what I write?
“Bobby, first I’m going to protect that information. Keep it in official channels. The people who are going to
see what you write are my supervisor and the decision-makers in all this. They need to know your side of
things. That can make a big difference for you.”
Q: Can I write anything I want to?
“I’m glad you asked that because this is your statement, Bobby. Of course, it needs to cover what we talked
about today, but I’d also encourage you to write about your feelings on what happened. What you hope can
happen from here. This statement is meant to put your perspective on things.”
QUESTIONS REGARDING ASSISTANCE TO INVESTIGATORS
Q: What can you do for me if I help you?
“Well Bobby, you know that would be the right thing to do in this situation. I guarantee I will let the right
people know you are cooperative and want to help out. That can make a huge difference in how things go from
here.”
Q: I’m willing to do anything you need. Can you help me get out of this mess?
“I’m glad you have that attitude, Bobby. It just confirms you’re the kind of guy I thought you were. Of course I
want to help you out here, and this is what I’ll do. I’ll let the Assistant US Attorney know exactly how helpful
you want to be. That’s something that can go a long way in how things work out for you.”
Q: Can I get out of trouble if I help you investigate these people?
“Bobby, I wish I could be the decision-maker where that’s concerned. I really appreciate what an honest and
moral person you are. Here’s what I’m going to do for you. I have a long-standing relationship with the
Assistant US Attorney. I’m going to let them know how straightforward and cooperative you are. That can
make a huge difference in how things go from here, and I’m happy to do that for you.”
Q: If I help you, what does that mean I have to do?
“It says a lot about your character that you’re willing to help out, Bobby. I’m not going to tell you that you
‘have to’ do anything other than tell the truth. I’ll keep you posted on other stuff. I appreciate what you’re
doing here, and I know I can count on you to keep cooperating.”
Q: Can all this go away if I help you?
“Bobby, I wish I could be the decision-maker where that’s concerned. I really appreciate what an honest and
moral person you are. Here’s what I’m going to do for you. I have a long-standing relationship with the
Assistant US Attorney. I’m going to let them know how straightforward and cooperative you are. That can
make a huge difference in how things go from here, and I’m happy to do that for you.”
QUESTIONS REGARDING FUTURE ACTIONS
Q: Who can I talk to about this?
“Bobby, I’m going to protect the information you provide me today. I only talk to people I absolutely need to in
order to do my job well. It’s important you protect this information as well and don’t talk about what we’ve
discussed today with anyone else.”
Q: Is this all going to be kept confidential?
“I assure you, Bobby, I’m going to protect the information you provide me today. Keep it in official channels. I
only talk to people I absolutely need to in order to do my job well. It’s important you protect this information
as well and don’t talk about what we’ve discussed today with anyone else.”
Q: What am I supposed to do if I hear from these people?
“I understand why that could be concerning to you. But you’re a smart guy. Just have a normal conversation
with them, then call me immediately. I know I can count on you to do that.”
Q: What happens now?
“Bobby, what happens now is you breathe a sigh of relief having done the right thing. I’ll let the right people
know how helpful you’ve been. You just hang in there and keep doing the right thing. I’ll be in contact, or you
can call me at the number I gave you.”
Q: Who is going to know about this?
“I assure you, Bobby, I’m going to protect the information you provide me today. Keep it in official channels. I
only talk to people I absolutely need to in order to do my job well. It’s important you protect this information
as well and don’t talk about what we’ve discussed today with anyone else.”
Bait Question Exercise
Exercise: A prostitute (victim named Susan) is found stabbed and taken to the hospital. She survives the
stabbing, and you are interviewing her at the hospital at 11:30 pm. She tells you that at about 9:00 pm that night
she met a guy (suspect named Jim) on the street who was driving a blue Ford Expedition. She made a monetary
deal with the guy and got into his truck. They drove to a secluded spot. Before any act took place she asked for
her money to which the guy said he would pay her after. She said she does not work that way and if he did not
pay beforehand she would leave. She then tells you the guy took out a knife and stabbed her once in the left
arm. He then pushed her out of the truck and drove away. As the truck was leaving the victim got a partial
plate (Georgia HHD, no numbers). She described the suspect as white, dark hair with a goatee, slender, and
about 50 years old. Because he was sitting down she did not estimate a height and weight. She tells you the
truck had a GPS on the dashboard. She also tells you that before the truck pulled up to her, she saw it leave the
drive-thru of the Burger King on Elk Street. You conduct investigative steps that reveal a blue Ford Expedition
with Georgia plates beginning with HHD is owned by a male named Chad Smith. You locate this truck and
look into the window and notice a GPS sitting on the dashboard. A check of his driver’s license reveals a photo
matching the description given by the victim. His date of birth would currently make him 49 years old. You
decide to interview the suspect. You lock him into a story that he never has used a prostitute and he was home
during the night in question watching television, although he has no proof of this alibi because he states he was
home alone. He also states that Susan has never been in his vehicle.
Armed with this information, develop two plausible bait questions; one using DNA and the other using either a
witness or camera. Be sure to set them up first.
1. DNA:
2. Witness/Camera:
Exercise: You’re investigating a threatening letter that was sent to a high ranking official. The letter was typed
but the suspect signed the letter with pen, using the moniker “Death Notice.” Your investigation narrows the
list of suspects to a male named Henry Willis. Henry has written several letters in the past and sent them to
high ranking officials; however, none of those letters were ever threatening. The letter was sealed in a legal-
size envelope, and the address on the front was typed. You discover that Henry is an introvert who rarely leaves
his house, so you figure that the letter was typed at his house on his personal computer and printed with his own
printer. You also figure the letter was mailed using his mailbox at his house.
Armed with this information, develop two plausible bait questions. There are about five or six realistic pieces
of implied evidence you could use. Can you find them? Be sure to set them up first.
1.
2.
Bait Question Exercise Suggested Answers
Bait question #1:
1. DNA: After locking the suspect into a story that the victim has never been in his vehicle, the following
could be used: “You know Jim, when we do our investigations we have many tools available to help
solve our cases. One of those tools includes DNA, I’m sure you know what DNA is. When we enter a
room, sit in a car, drink from a glass, etc, we leave many forms of DNA. These include hair, skin
particles, blood, saliva, and many others. With that in mind, if we were to look in your car and search
for DNA, would there be any reason you could think of that we would find blood or skin DNA from
Susan?”
2. Witness/Camera: After locking the suspect into a story that he was home all night the following could
be used: “Jim, when we do our investigations we don’t just go on a fishing expedition for evidence. We
do a very thorough check on many different aspects of an allegation. Many times when someone makes
a mistake, they don’t realize other people in the area or cameras may have witnessed the incident. In
fact, cameras are everywhere nowadays. They are at ATM machines, they are on the roof and outdoor
walls of buildings such as banks and grocery stores, and they are even at some stop lights. With that in
mind Jim, would there be any reason why the cameras at the Southland Bank on Elk Street, which is
next to the Burger King, would show you using the Burger King drive-thru shortly before the incident
occurred?”
Bait question #2: (Implied evidence possibilities: Ink from pen, computer hard drive, printer, mailman as witness, handwriting analysis, DNA)
1. Handwriting Analysis: “Henry, one of the tools we have available to use during an investigation is what
we call handwriting analysis. What we can do is take a piece of evidence such as this letter with
handwriting on it, and then we take a sample of writing from someone like you. Next we send both
writings off to the lab for analysis and what the experts do is determine if the same person wrote each
one. This is a very accurate and sure fire way to match handwriting. With that in mind Henry, is there
any reason you could think of that when we send the letter and a sample of your writing to the lab, the
results will show your handwriting on this letter?”
2. Hard Drive: “Henry, sometimes during an investigation we access a computer’s hard drive and have a
computer forensics expert look at all files that have been not only written on that computer, but also files
that have been erased. As you are aware of, we have seized your computer and it is now being analyzed
by our forensic experts. When the analysis is complete would there be any reason you can think of why
we would find a copy of the letter sent to that high ranking official?”
Table of Rationalizations and Themes
Rationalizations/Themes
Complacency Peer Pressure Impulse Opportunity Personal Emergency Financial
Kids Chemical
Dependency Family Alcohol Gambling Greed
Revenge No Agency
Controls
Agency Owes to
Them Media Envy Love
Lust Sex Sabotage Fetish Affair Accident
Addiction to
(crime specific)
Expensive
Taste on
Limited
Income
Living Beyond
Means
Job
Dissatisfactions Taxes Too Easy
Seeking
Attention Curiosity Guilt Transfer
Perceived
Need/Social
Status
Overextended Credit
Cards Lifestyle
Weak Security
Testing
Security
Procedures
Psychological or
Physical Excuse Get out of Debt
Exaggerate/Minimize
Intent Anger
Someone Else’s
Idea Divorce Threatened Gang Initiation
Others got away with
it Economy
Expectations Demotion Lack of Benefits School Death in Family Retirement
Spouse Family
Upbringing Sports Excitement Self Defense
Build a Better
Life
Medicine Accomplice Blame Internal
Controls Victims Fault Passed over for Job Loss of Job
Competition Personal
Freedom Salary Entitled Work Hard/Play hard Travel
Hunger Goal Oriented Just Borrowed Stroke ego
(they are good)
Reduce Misery for
Victim Injuries
REFERENCES: Theories and Methods of interrogation Gudjonsson, Gisli H. The Psychology of Interrogations and Confessions. West Sussex England. John Wiley &
Sons.
Inbau, Fred E., Reid, John E. Criminal Interrogation and Confessions. Baltimore, MD: Williams & Wilkes.
Neuman, Ariel, Salinas-Serrano, Daniel. “Custodial Interrogation: What we know, What we do, and what we
can learn from Law Enforcement Experiences. Harvard Law School 2005.
Schafer, John R., Navarro, Joe. Advanced Interviewing Techniques. Springfield, Illinois: Charles C. Thomas
REFERENCES: Eye Accessing cues and behavioral baselines Gordon, Nathan J., Fleisher, William L. (2002), Effective Interviewing & Interrogation Techniques San Diego,
California; Academic Press
Inbau, Fred E., Reid, John E.; Buckley, Joseph P. & Jayne, Brian C. (2004), Criminal Interrogations and
Confessions (4th
ed). Sudbury, MA: Jones and Bartlett Publishers
Lieberman, David J. PhD, Never Be Lied To Again, St. Martin’s Press, New York, New York, 1998
Masano, Thomas R., What Their Eyes May Be Saying, CFI Insider, Journal for the Certified Forensic
Interviewer, 2009 Issue 1
Mehrabian, Albert, Dr., Professor Emeritus of Psychology at UCLA, Communication Study, 1967-1971
Walters, Stan B. Principles of Kinesic Interview and Interrogation. CRC Press, LLC. 1st ed. November 1995
REFERENCES: Advanced Rapport Strategies Ekman, Paul. Telling Lies. New York: Beckley Publishing Company, 1986.
Inbau, Fred E., Reid, John E. Criminal Interrogation and Confessions. Baltimore, MD: Williams & Wilkes,
2004.
Neuman, Ariel, Salinas-Serrano, Daniel “Custodial Interrogation: What we know, What we do, and what we
can learn from Law Enforcement Experiences. Harvard Law School, 2005.
Rasher, Don, Legal Advisor and instructor at the ATF National Academy (Bureau of Alcohol, Tobacco,
Firearms and Explosives)
Schafer, John R. and Navarro, Joe. Advanced Interviewing Techniques. Springfield, Illinois: Charles C.
Thomas Publisher, 2004.
Walters, Stan B. Principles of Kinesic Interview and Interrogation. CRC Press, LLC. 1st ed., 1995.
REFERENCES: Question Types to Elicit Admissions Gordon, Nathan J., Fleisher, William L. (2002), Effective Interviewing & Interrogation Techniques San Diego,
California; Academic Press.
Inbau, Fred E., Reid, John E.; Buckley, Joseph P. & Jayne, Brian C. (2004), Criminal Interrogations and
Confessions (4rd
ed). Sudbury, MA: Jones and Bartlett Publishers.
Joseph JR., Albert, Lieut, We Get Confessions, Printing Methods Inc. 1995
Walters, Stan B. Principles of Kinesic Interview and Interrogation. CRC Press, LLC. 1st ed. November 1995.
Yeschke, Charles (2004). Interrogation: Achieving Confessions Using Permissible Persuasion. Springfield,
Illinois; Charles C. Thomas.
REFERENCES: Handling Denials Inbau, Fred E., Reid, John E.; Buckley, Joseph P. & Jayne, Brian C. (2004), Criminal Interrogations and
Confessions (4rd
ed). Sudbury, MA: Jones and Bartlett Publishers.
Walters, Stan B. Principles of Kinesic Interview and Interrogation. CRC Press, LLC. 1st ed. November 1995.
Yeschke, Charles (2004). Interrogation: Achieving Confessions Using Permissible Persuasion. Springfield,
Illinois; Charles C. Thomas.
REFERENCES: Countering Interviewee Questions Gordon, Nathan J. & Fleisher, William L. (2002). Effective Interviewing & Interrogation Techniques. San
Diego: Academic Press.
Hess, John E. (1997). Interviewing and Interrogation. Cincinnati, OH: Anderson Publishing Co.
Inbau, Fred E., Reid, John E., Buckley, Joseph P. & Jayne, Brian C. (2004). Criminal Interrogation and
Confessions. Sudbury, MA: Jones and Bartlett Publishers.
REFERENCES: Advanced Evidence and Theme presentation Cialdini, Robert B. (1993), Influence: The Psychology of Persuasion, (1st ed.). New York, NY: William
Morrow and Company, Inc.
Hogan, Kevin & Speakman, James, (2006), Covert Persuasion: Psychological Tactics and Tricks to Win the
Game, (1st ed). Hoboken, NJ: John Wiley and Sons, Inc.
Lieberman, David J. (1998), Never Be Lied To Again, (1st ed). New York, NY: St. Martin’s Press.
Rabon, Don (1992), Interviewing and Interrogation, (1st ed). Durham, NC: Carolina Academic Press.
Yeschke, Charles L. (2004), Interrogation: Achieving Confessions Using Permissable Persuasion, 1st ed).
Springfield, IL; Charles C. Thomas.
REFERENCES: Subject Elimination Interviews DePaulo, Bella M. & Kirkendol, Susan E., "Can Liars Control Themselves?" Paper presented at A.P.A.
symposium, Wash., D.C., August, 1986.
Gordon, Nathan J., Fleisher, William L. (2002), Effective Interviewing & Interrogation Techniques San Diego,
California; Academic Press
Horvath, Frank S., "Verbal and Nonverbal Clues to Truth and Deception During Polygraph Examinations."
Journal of Police Science and Administration, Vol. 1, No. 2, 1973.
Inbau, Fred E., Reid, John E.; Buckley, Joseph P. & Jayne, Brian C. (2004), Criminal Interrogations and
Confessions (4rd
ed). Sudbury, MA: Jones and Bartlett Publishers.
Joseph JR., Albert, Lieut, We Get Confessions, Printing Methods Inc. 1995.
Neuliep, James W. & Mattson, Marifran. "The Use of Deception as a Compliance-Gaining Strategy," Human
Communication Research, Vol.16, No.3, 1990.
Walters, Stan B. Principles of Kinesic Interview and Interrogation. CRC Press, LLC. 1st ed. November 1995.
REFERENCES: Interviewing with Attorneys Present Boetig, Brian Parsi, Vinson, David M., Weidel, Brad R., Revealing Incommunicado; Electronic Recording of
Police Interrogations, pp. 1-8, FBI Law Enforcement Bulletin, December 2006.
Buckley, David M., & Jayne, Brian C. (2005), Electronic Recording of Interrogations (1st ed). Chicago, IL:
John E. Reid and Associates Publishers.
Sullivan, Thomas P. Electronic Recording of Custodial Interrogations; Everybody Wins. Pp. 1127-1144, The
Journal of Criminal Law & Criminology. Vol. 95, No. 3, 2005.
The Justice Project. Electronic Recording of Custodial Interrogations: A Policy Review. Washington, DC.
REFERENCES: Obtaining Statements Adams, Susan H. (1996). Statement Analysis: What do Suspects’ Words Really Reveal? FBI Law
Enforcement Bulletin, October 1996.
Burke, Timothy T. (2001). Documenting and Reporting a Confession. FBI Law Enforcement Bulletin,
February 2001.
Cornell University Law School, Legal Information Institute. (2009). Federal Rules of Evidence. Retrieved
January 28, 2010 from http://www.law.cornell.edu/rules/fre/rules.htm.
Inbau, Fred E., Reid, John E., Buckley, Joseph P. & Jayne, Brian C. (2004). Criminal Interrogation and
Confessions. Sudbury, MA: Jones and Bartlett Publishers.
Klopf, Gene & Tooke, Andrew. (2003). Statement Analysis Field Examination Technique: A Useful
Investigative Tool. FBI Law Enforcement Bulletin, April 2003.
Sandoval, Vincent A. (2008). Interview Clues: Words That Leave an Investigative Trail. FBI Law
Enforcement Bulletin, January 2008.
Shuy, Roger W. (1998). The Language of Confession, Interrogation, and Deception. Thousand Oaks, CA:
Sage Publications, Inc.
REFERENCES: Emerging Trends In Law Enforcement Interviews Journal Articles
Beune, K., Giebels, E., & Taylor, P. J., Interaction patterns in police interviews: The role of cultural
dependency, Criminal Justice and Behavior, 37, 904-925 (2010)
Boetig, B.P., Vinson, D.M., & Weidel, B.R., Revealing Incommunicado: Electronic recording of police
interrogations, FBI Law Bulletin, Dec. 2006, pp. 1-8
DePaulo, B., Lindsay, J., Malone, B., Muhlenbruck, L., Charlton, K., & Cooper, H., Cues to Deception, 129(1)
Psychological Bulletin 74-118 (2003)
Gabbert, F., Hope, L., & Fisher, R.P., Protecting eyewitness evidence: Examining the efficacy of a Self-
Administered Interview tool, 33 Law and Human Behavior 298-307 (2009)
Hope, K., Gabbert, F., & Fisher, R.P., From laboratory to the street: Capturing witness memory using a Self-
Administered Interview, Legal and Criminal Psychology (in press) (2011)
Lassiter, G.D., Geers, A.L., Munhall, P.J., Ploutz-Snyder, R.J. & Breitenbecher, D.L., Illusory causation: Why
it occurs, 13 Psychological Science 299-305 (2002)
Lassiter, G.D. & Lindberg, M.J., Video recording custodial interrogations: Implications of psychological
science for policy and practice, 38 Journal of Psychiatry & Law 177-192 (2010)
Lassiter, G.D., Ware, L.J., Ratcliff, J.J., & Irvin, C.R., Evidence of the camera perspective bias in authentic
videotaped interrogations: Implications for emerging reform in the criminal justice system, 14 Legal and
Criminological Psychology 157-170 (2009)
Leal, S., Vrij, A., Mann, S., & Fisher, R.P., Detecting true and false opinions: The Devil’s Advocate Approach
as a lie detection aid, 134 Acta Psychologica 323-329 (2010)
Meissner, C. & Kassin, S., “He’s guilty!”: Investigator Bias in Judgments of Truth and Deception, 26 Law and
Human Behavior 469-480 (2002)
Perfect, T., Wagstaff, G., Moore, D., Andrews, B., Cleveland, V., Newcombe, S., Brisbane, K., & Brown, L.,
How Can We Help Witnesses Remember More? It’s an (Eyes) Open and Shut Case, 32 Law and Human
Behavior 314-324 (2008)
Snyder, C.J., Lassiter, G.D., Lindberg, M.J. & Pinegar, S.J., Videotaped interrogations and confessions: Does a
dual-camera approach yield unbiased and accurate evaluations?, 27 Behavioral Sciences and the Law
451-466 (2009)
Sullivan, T., Electronic recording of custodial interrogations: Everybody wins, 95(3) Journal of Criminal Law
and Criminology 1127-1144 (2005)
Sullivan, T., The evolution of law enforcement attitudes to recording custodial interviews, 38 Journal of
Psychiatry & Law 137-175 (2010)
Vallano, J. & Schreiber-Compo, N., A Comfortable Witness is a Good Witness: Rapport-Building and
Susceptibility to Misinformation in an Investigative Mock-Crime Interview, published online in Applied
Cognitive Psychology (wileylonlinelibrary.com) (2011)
Vrij, A., Granhag, P., Mann, S., & Leal, S., Outsmarting the Liars: Toward a Cognitive Lie Detection
Approach, 20(1) Current Directions in Psychological Science 28-32 (2011)
Vrij, A., Granhag, P.A., & Porter, S., Pitfalls and Opportunities in Nonverbal and Verbal Lie Detection, 11(3)
Psychological Science in the Public Interest 89-121 (2010)
Vrij, A., Leal, S., Granhag, P.A., Mann, S., Fisher, R.P., Hillman, J. & Sperry, K., Outsmarting the liars: The
benefit of asking unanticipated questions, 33 Law and Human Behavior 159-166 (2009)
Vrij, A., Leal, S., Mann, S., Warmelink, L, Granhag, P.A., & Fisher, R.P., Drawings as an innovative and
successful lie detection tool, 4 Applied Cognitive Psychology 587-594 (2010)
Vrij, A., Mann, S., Fisher, R., Leal, S., Milne, B., & Bull, R., Increasing cognitive load to facilitate lie
detection: The benefit of recalling an event in reverse order, 32 Law and Human Behavior 253-265
(2008)
Conference Presentations
Hope, L., Mullis, R., & Gabbert, F., Who did what? When?: Using a Timeline Tool to elicit details of complex
witnessed events, paper presented at 4th International Congress on Psychology and Law, Miami, FL,
March 3, 2011
Keikhaefer, J., Vallano, J., & Schreiber-Compo, N., Rapport-building, anxiety, and eyewitness recall: Does
rapport-building affect anxiety and witness recall? paper presented at 4th International Conference on
Psychology and Law, Miami, FL, March 3, 2011
Leins, D. & Charman S., Exploring alibi generation: How innocent suspects may come to report mistaken
alibis, paper presented at 4th International Congress on Psychology and Law, Miami, FL, March 5, 2011
Taylor, P., Tombline, S, Conchie, S, & Menacere, T., Linguistic indicators of deception in some cultures are
indicators of truth in others, paper presented at 4th International Congress on Psychology and Law,
Miami, FL, March 5, 2011
Vredeveldt, A., Baddeley, A., & Hitch, G., Closing the eyes benefits memory by a combination of concentration
and visualization, paper presented at 4th International Congress on Psychology and Law, Miami, FL,
March 3, 2011
Newspaper Articles
Caruso, D.B., FBI’s Reluctance to Tape Self Costs It, Seattle Post-Intelligencer, Feb. 3, 2005
Cases
U.S. v. Bland, No. 1:02-CR-93 (N.D. Ind. Dec. 13, 2002)
U.S. v. Bowlson, 240 F.Supp. 2d 678, 681 n.2 (E.D. Mich. 2003)
U.S. v. Thornton, 177 F.Supp. 2d 625, 628 (E.D. Mich. (2001)
Legislation
Illinois General Assembly, Public Act 93-0517, August 12, 2003
Ind. R. Evid. 617 (2011)
Internet Resources
National Association of Criminal Defense Lawyers, Mandatory Electronic Recording of Interrogations
Resource Page, http://www.nacdl.org/sl_docs.nsf/freeform/MERI_resources?opendocument
Sullivan, T.P., Departments that Currently Record a Majority of Custodial Interrogations, June 17, 2010, http://www.nacdl.org/sl_docs.nsf/freeform/MERI_Resources/$FILE/Deptsthatcurrentlyrecord%28asof6-17-10%29.pdf
Attendee List
Nancy Abraham, Inspector General Guardianship Auditor, Polk County Clerk of Court
Tamera Anderson, Tourist Development Tax Manager, Lee County Clerk of Court
Jennifer Bal, Senior Internal Auditor, Manatee County Clerk of Court
Rose Beserock, Inspector General Auditor, Lake County Clerk of Court
Laure Boyd, Internal Audit Manager, Leon County Clerk of Court
James Boyd, Inspector General, Florida Department of Health Office
Randall Caton, Audit Manager, Hillsborough County Aviation Authority
Thomas Cianflone, Senior Internal Auditor/Accreditation Manager, Lee County Clerk of Courts
James Clampett, Senior Internal Auditor, Office of Early Learning
Hector Collazo, Inspector General/CAE, CIG, CIG, CIGA, CFE, CFS, CISA, CRISC, CRMA, Pinellas County Clerk of Court
Kassandra Cook, Senior Inspector General Auditor, Polk County Clerk of Court
Karen Cunkle, Senior Auditor, City of Clearwater
D Edward Daugherty, Internal Audit Manager, City of Sarasota
Anne DiNatale, CFS, CIGA, CIGI, Inspector General Auditor II, Pinellas County Clerk of Court
Melissa Dondero, CPA, CIA, CIGA, CITP, CRMA, Sr. Inspector General Auditor, Pinellas County Clerk of Court
Mabel Febles, Internal Auditor, Lee County Clerk of Court
Robert Flechaus, Investigator , Office Of Inspector General, Palm Beach County
Megan Gaillard, Senior Internal Auditor, Collier County Clerk of the Court
Alice Garner, Senior Inspector General Auditor, Lake County Clerk of Court
Hayden Gaston, Senior Internal Auditor, City of Sarasota
Robin Gomez, City Auditor, City of Clearwater
Ken Green, CIPA Inspector General Manager, Pinellas County Clerk of Court
Maria Hernandez, Auditor, Polk County Clerk of Court
Elizabeth Hogan, Internal Auditor, Hernando County Clerk of Court
Mike Johnson, Senior Internal Auditor, Lee County Clerk of Court
Ava Jurek, Lead Internal Auditor, Hillsborough County Clerk of Court
Michael N. Kennedy, Contract Oversight Specialist II, Office of Inspector General, Palm Beach County
Michelle Leonhardt, Internal Auditor, Hillsborough County Clerk of Court
Michael Martin, Internal Auditor, Hernando County Clerk of Court
Gregory McCullough, Inspector General Auditor III, CPA, CIA, CFE, CIGA, CIGI, Pinellas County Clerk of Court
William McGuinness, CIGA, CGMA, Inspector General Auditor II, Pinellas County Clerk of Court
Attendee List
Cindy McLaughlin, Senior, Inspector General Auditor, Lake County Clerk of Court
Robert Melton, CPA, CIA, CFE, CIG, Inspector General, Lake County Clerk of Court
Cassandre Moreau, CFE, CAMS, Inspector General Auditor, Pinellas County Clerk of Court
Karie Pate, Inspector General Senior Auditor, Polk County Clerk of Court
Sheena Patel, Inspector General Auditor II, Lake County Clerk of Court
Ronald Peters, CIA, CISA, CIGA, CGA, CCL, CRMA , Inspector General Manager, Pinellas County Clerk of Court
Laura Tatem, Director of Internal Audit, Hillsborough County Aviation Authority
Akeem Tory, Auditor Office of Inspector General, Palm Beach County
Kristen Trabulsy, CPA, Internal Auditor, St. Lucie County Clerk of Court
Bharat Vallarapu, Guardianship Auditor, Lee County Clerk of Court
Chiara Velazquez, Staff Internal Auditor, Hillsborough County Clerk of Court
Robyn Walk, Captain, Florida Department of Agriculture and Consumer Services, OIG
Deborah Weiss, CIGA, CIGI, Inspector General Auditor II, Pinellas County Clerk of Court
Roberta Windham, Deputy Director of Internal Audit, Manatee Clerk of Circuit Court