Building Trust and Breaking Down Barriers with Uncooperative and Hostile Interviewees
Most people do not want to be interviewed in relation to an investigation. This includes suspects, witnesses, possible witnesses, victims, and individuals that possess needed information. These individuals can display attitudes of resentfulness, reticence, animosity, wariness, reluctance, superiority, and hostility. The interview objective is to receive truthful information to assist in the investigation. In order to reach the truth, it is imperative that a professional interviewer break down barriers, overcome objections, and build a level of trust with the interviewee.
Changing the attitude of the interviewee and building trust begins when the interviewer arranges the interview and continues during the introductory stages. Trust building continues during the preliminary rapport building questions. Through the use of alternate word choices, demeanour, tone of voice, hand gestures, and proxemics the interviewer can create an atmosphere of trust. Additionally, the interviewer can convey his or her objectivity and fairness through the use of trust building opening statements. An interviewer who is objective and fair will earn a reputation that will assist in achieving the truth in future interviews.
Why Should You Attend:
Interviewing is not a peripheral task that is undertaken in the wake of conducting an investigation. Interviewing is a critical component of an investigation. Investigative Information is gleaned from a variety of sources, i.e. computer data, documents, trace evidence, and of course people. It is people who commit crimes and possess information to assist in the investigative outcome. It is imperative that skilled interviewers are able to draw out the truth from people. Without a doubt the best investigators are the ones with the best interview skills.
If you are conducting investigative interviews, you might have received interviewer training in how to detect deceptiveness by evaluating the interviewees’ body language and non-verbal behaviour. However, most interviewers have not received tips for interviews on dealing with uncooperative and hostile interviewees. Before you can begin evaluating indications of truthfulness or deceptiveness, you have to overcome objections to being interviewed and change the attitude of interviewees who are not cooperative.
If you have not received training in interview skills you will benefit from its detailed focus. If you have received similar training, you will benefit from this webinar’s unique approach. You will learn the motivation behind interviewees’ attitudes of resentfulness, reticence, animosity, wariness, superiority, and hostility. Since the main interview objective is reaching the truth, you will learn what motivates suspects, victims, witnesses, possible witnesses, and individuals that possess needed information to not be truthful or deceptive.
Areas Covered in this Webinar:
Interviewing should be thought of as a craft that involves applying proven and practiced steps along with skilled artistry. Learning the art of human interaction will benefit you to attain successful interview results where you have gained building trust training of the interviewee and received truthful information.
This webinar will cover the following areas.
The Desired Characteristics of a Professional interviewer
Different Attitudes an Interviewee may Possess
What Motivates and Interviewee to Possess a certain Attitude
How to Assess an Interviewee’s Attitude
What Motivates Interviewees to not be Truthful or Deceptive
What Motivates an Interviewee to be truthful
Building trust and Breaking down Barriers when:
Arranging the Interview
Building Rapport During Preliminary Questions
Building Trust and breaking Down Barriers by:
Using the Proper Word Choices
Using Effect Hand Gestures
Offering a Trust Building Opening Statement
Effectively Ending the Interview
Understanding Interviewees’ Attitudes
Identifying a Particular Interviewee’s Attitude
Breaking Down Barriers to Achieve the Interview Objective of Reaching the Truth
Who Will Benefit:
Labor Relation Employees
John E. Grimes III has over 45 years of progressive law enforcement, criminal investigation, fraud examination, loss prevention, leadership, and teaching experience. He began his career with the Baltimore City Police Department where he became a detective in the Criminal Investigation Division (CID). He left Baltimore and became a special agent with the newly created Amtrak Police Department Fraud and Organized Crime Unit. He was then promoted to captain of the CID. In 1993, Mr. Grimes joined the Amtrak Office of Inspector General/Office of Investigations. He was appointed chief inspector in 1999 and retired from service in 2011.