The ultimate goal of any interview is to formulate an opinion with regard to the verifiable facts versus the statements elicited from the person being interviewed. Whether the interviewee is a candidate for a job, a witness under oath, a claimant, a suspect or person of interest
Read more →
As a student who continually wants to improve his/her knowledge of the art of interviewing, I recommend that you experiment with different techniques whenever possible. Add those that work to your tool box. You should be able to find what works best for your personality style, and,
Read more →Here are some more tips for conducting successful and ethical interviews. As a student of the “Art” who continually wants to improve, practice the following. If you currently are employing one or more of these techniques, look at this as validation of your own process. Each experience
Read more →
The last several BCW Newsletters have described the downside of employing confrontational interviewing/interrogating techniques as well as presenting some of the most effective and ethical approaches. As a student of the process, you already understand that interviewing is an art not a science. Herein below find some
Read more →
In last month’s BCW Newsletter, I summarized recent research that described the significant downside of employing confrontational interviewing/interrogating techniques. During the next several months, this discussion will continue with a description of some of the most effective and ethical approaches. If you are a student of
Read more →
For many years, including my own experience in law enforcement, confrontational interviewing/interrogating techniques were preferred methods for obtaining admissions of guilt/responsibility. In the private sector, less intense techniques have been practiced; however, many times the approach was still confrontational or, at the very least, formal and cold.
Read more →
When conducting any pre-employment inquiry, be sure and check civil and criminal files in the applicant’s county (s) of residence covering the last seven years. Information at this level is primary source based and best evidence. Oftentimes, these records must be hand searched; even if computerized, those
Read more →
Whether conducting a pre-employment inquiry, innocently responding to a request to connect professionally, performing due diligence relating to a business deal or investigating suspected insurance or business fraud, be aware that the creation of fake online profiles for a variety of fraudulent purposes is dramatically increasing. LinkedIn
Read more →The Fair Credit Reporting Act (FCRA) allows employers to obtain and review civil litigation/judgment and criminal arrest information covering the prior seven years when evaluating a person for employment, promotion, reassignment or retention. It also permits the review of criminal conviction data beyond seven years. Oftentimes, employers
Read more →The Fair Credit Reporting Act (FCRA) allows employers to obtain a consumer credit report (CCR) when evaluating a person for employment, promotion, reassignment or retention. I recommend to clients that these reports only be used when a person is assigned to handle money or check writing, engage
Read more →