Building Trust And Breaking Down Barriers When Conducting Investigative Interviews
John E. Grimes III, CFE, CFI has over 45 years of law enforcement, criminal investigation, loss prevention, fraud examination experience, and teaching experience. John began his law enforcement career with the Baltimore City Police Department where he became a Detective in the Criminal Investigation Division (CID). John left Baltimore and became a Special Agent with the Amtrak Police Department Fraud and Organized Crime Unit and was later promoted to Captain of the CID. In 1993, John joined the Amtrak Office of Inspector General/Office of Investigations as a Special Agent. In 1999, he was appointed the Chief Inspector. John retired from service in 2011.
John consults and provides training and speaks on a variety of topics including Procurement Fraud, Fraud and Loss Prevention Strategies, Forensic Interviewing, Ethics, and Leadership.
Furthermore, John is an Adjunct Instructor of Forensic Studies at Stevenson University. John teaches the graduate level course, Investigative Interview Techniques. In addition, he is the Assistant Director of the Center for Forensic Excellence at Stevenson University. He also developed and taught an introductory Loss Prevention Course for Blue Ridge Community College in Hendersonville, NC.
John is a Past President of the Maryland Chapter of the Association of Certified Fraud Examiners (ACFE). John has been recognized as a Certified Fraud Examiner since 1997. John is a member of the ACFE Advisory Committee. John is also recognized as a Certified Forensic Interviewer by the Center for Interviewer Standards and Assessments, Ltd
Additionally, John is a former Division Staff Officer with the United States Coast Guard Auxiliary where he was recognized as an Instructor Specialist. Marine Safety and Environmental Protection Specialist, and Assistant Harbor Safety Specialist.
John holds an AA n Criminal Justice from The Community College of Baltimore County, a BA in Business with an emphasis in Accounting from the Notre Dame of Maryland University, and an MS in Forensic Studies from Stevenson University. Additionally, John is a 1987 graduate of the New England Institute of Law Enforcement Management at Babson College.
All interviewees have an attitude. It could be positive; however, an interviewee’s attitude is very often less than positive for a variety of reasons. Not too many people want to be interviewed pursuant to a matter under investigation It is important for an interviewer to understand what motivates interviewees to be less than truthful, as well as truthful. It is equally important that an interviewer is able to identify the attitude that a particular interviewee possesses as it relates to the interview. If the interviewee attitude is less than cooperate, it is imperative that the interviewer changes the interviewee’s attitude by building trust and breaking down barriers.
Changing the negative 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. Using alternate word choices, demeanor, the 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 using trust-building opening statements, word choices, proxemics, and paralinguistics. An interviewer who is objective and fair will earn a reputation that will assist in achieving the truth in future interviews.
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 or violations or possesses information to assist in the investigative outcome. It is imperative that skilled interviewers obtain the truth from people. Without a doubt, the best investigators are the ones with the best interview skills.
- 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
- What Motivates an Interviewee to be Truthful
- How to Build Trust and Break down Barriers when
o Arranging the Interview
o Building Rapport During Preliminary Questions
- How to Build Trust and Break Down Barriers by:
o Using the Proper Word Choices
o Using Effect Hand Gestures
o Using Proxemics
o Use of Paralinguistics
o Offering a Trust Building Opening Statement
- How to Effectively End the Interview
Course Level - Fundamental
Who Should Attend
- Fraud Examiners
- Internal Investigators
- External Auditors
- Internal Auditors
- Compliance and Ethics managers
- Human Resources Personnel
- Security personnel
Why Should Attend
If you conduct investigative interviews, you might have received training in how to detect deceptiveness by evaluating the interviewees’ body language and non-verbal behavior. However, most interviewers have not received training on dealing with reluctant, uncooperative, or hostile interviewees. Before you can begin evaluating indications of truthfulness or deceptiveness, you must overcome objections to being interviewed and change the attitude of interviewees who are not cooperative.
In this webinar, you will learn the motivation behind interviewees’ attitudes of resentfulness, reticence, animosity, wariness, superiority, and hostility. You will also learn strategies that will change the interviewee’s negative attitude to assist you in achieving the truth.