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Similar a Interview Fundamentals ACFE Chapter Training
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Interview Fundamentals ACFE Chapter Training
- 1. Charleston Chapter of the ACFE Luncheon Training Interv iew Fundament als
- 2. Agenda for Todays Training Types of Interviews Interview Preparation The Interview After the Interview Final Thoughts
- 3. Types of Inter views Elicitation? Information Seeking/Gathering? Admission Seeking?
- 4. Defining the Purpose of the Interview “The goal in an interrogation, or in any situation where a person with information might be uncooperative, is to effect a transition in willingness ethically and legally. A successful interrogation becomes, in fact, an interview when the subject grows willing to yield details freely and honestly.” -Don Rabon, Interviewing and Interrogation
- 5. Inter view Pr epar ation
- 6. Who and Why are you interviewing? Goal or Purpose of the Interview? Executive Department Head Salary Hourly Third Party – Outside the Company Learn What You Can Personality - Calm/Explosive? Talkative/Reserved? Generally Helpful/Not Helpful?
- 7. Ques t ion Outline It is an outline not a script! Questions range from the general to the specific. Close ended questions that can be answered with just “Yes” or “No” should be avoided… Examples are those starting with “Do”, “Is”, “Are”, “Did” Open ended those questions that start with “How”, “Could”, “Would”, “What”, “Why” It is an outline not a script!
- 8. Number of Inter viewer s The number of people in the room should be kept to a minimum. Empirically we have found that three seems to work. Interviewee 1st Chair – Primary duties are to ask questions 2nd Chair – Primary duties are to document the interview and come in with any follow questions Who is in which chair should be determined prior to the interview if at all possible. How do you choose? However, be flexible when arriving at the interview.
- 9. Subject Matter Even when in information seeking interviews try to have some subject matter knowledge going in. This will help you confirm if the information you are receiving makes sense overall If possible be familiar with company policies prior to your interview.
- 10. “No plan survives contact with the enemy.” -Moltke “I’m always thinking, what kind of answer can I give this man with giving him nothing. Regardless of the question that has just been asked, I am thinking what kind of answer can I give him so that he can go and I can go on.” -Rick The Interview
- 11. Interv iew Ches s Matc h Opening “Game” Middle “Game” End “Game”
- 12. Documenting the Interview In the case of admission seeking interviews our policy is to video or audio whenever possible. Notes will also be taken. Written statements. In information seeking interviews normally one person (2nd chair) will be responsible for the notes taken during the interview. However, everyone involved in the interview should be taking some notes throughout.
- 13. Starting the Interv iew Introductions Be professional Always shake their hand Who you are Who you are with Why we are all here Thank them for coming/taking the time
- 14. Obs erv er Effec t “It is not possible to observe a system without changing the system, so the observer must be considered part of the system being observed.”
- 15. Getting Started: Calibrating General knowledge questions not necessarily about the interview subject If possible will help establish a rapport. Will help establish language pattern and mirroring Will assist the interviewer in gauging the types and lengths of responses for later as well as body language cues (tone of voice, leaning forward, leaning away, crossed arms, lack of contact etc.)
- 16. Body of the Interv iew The “body” of the interview is at its core a “conversation”. Logically sequence your questions to access more information. Use to motivate the thought process of the interviewee. Your job is to provide cues both physical and verbal that keeps the person talking. Avoid giving “outs” to questions. You cannot get information if you are doing all of the talking.
- 17. Stres s Cues Changes in Body Language Restless Body locked – immobilizing a body a part Backing away Crossing arms Flushing of the face/neck Nail biting Stomach Distress
- 18. Concluding the Interview In conclusion always ask if there is anything you did not cover or anything that they want to share with you. Be professional Always shake their hand Thank them for coming/taking the time Always provide contact information so they can follow with additional information Always ask one more question….
- 19. After the Interview Summarize and compare notes as quickly as possible “Lessons Learned” Session after the interview
- 20. Other Cons iderations Light Blue clothing. Citrus Smells Glucose and Stimulants
- 21. Final Thoughts Any question not asked is a “no”. It’s a matter of practice in varying environments. Perishable skill What’s getting in the way of our interviewing skills? Questions?
Notas del editor
- Our goal for todays training is three fold. 1.) To walk through the process as we currently view it in preparing for an interview. 2.) To float back and forth between admission and information seeking interviews. 3.) To integrate this preparation with live interview experiences.
- Elicitation - a more conversational method of developing intelligence or information. Forms include but not limited to flattery, humor, self-deprecation, common interests or assistance. Information Seeking - process of developing intelligence or information. Admission Seeking – used when investigating a fraud, theft or some type of action or actor. It is rare that you will go directly to an admission seeking interview. Normally you would flow through some variation of all three.
- Interviewing accountants etc. 1.) Question: What type of interviews do you? What is the purpose or goal or your interview?
- More time will be spent in this phase than any other.
- Writing your story backwards…. When you come to the end of your interview what is that you hope to have learned or accomplished. 2-5 Depending on who you are meeting with you will largely determine your preparation. If they are union – non union etc. 6-9 NBC – “The More You Know”
- 1.) Mostly important that you are keeping your “outcome” in mind. But not to the point that you don’t let the interview happen. 2.) Your questions should allow the interviewee to respond to such a degree that they allow you to generate momentum by way question after question going forward. (Kevin Smith- Example) So for our interview we actually ended up with different two question outlines. The first was basically the “kitchen sink” version and second a much leaner one that looked to put the bulk of the talking on to interviewee. In the end the KS version was helpful in it that it made sure it got every question on the table then you can scale back and tighten it up. Remember the goal is the more they talk the better off you are…
- Choosing who is the first or second chair may large part depend on who is being interviewed. It can be based on perceived status of the interviewee to the interviewer. It can also be the status or experience of the people doing the interviews. During the interview itself the 1st chair is in control of the interview and the 2nd is primarily in documenting role. It is best if the interviewee has one person to focus on. Constant interruptions will cause the interview to breakdown. It will confuse the interviewee. The 2nd if possible should try and remain out of the direct line of sight if at all possible. In information seeing interviews it would be considerate to inform ahead of time how may people will be attending. So in the case of the interview we did we ended up with six people in the room. Not ideal. We had our two interviewers. Two counsels and the actors father. We did not would be attending.
- Knowing does not mean sharing. For our interview we had been collecting information for a over year.
- 1.) Nothing about the interview is personal to you. Even if the interviewee makes it. 2.) It must be kept in mind that for all intents and purposes the interviewee in the dominate position. They have the information that you want or need. Approaching incorrectly or to aggressively and they may shut down. 3.) This is also not a time to show how smart or time to satisfy the ego.
- 1.) Conversational awareness. This is something you would work on outside the interview environment. 2.) If you take some time to objectively observe your conversational and communication habits you will get a pretty idea of where you strengths and weakness lie. Are you good at ice breaking with new people? More comfortable once the “conversation” gets going? Good closer or never sure when or how to end a conversation ends?
- If taking notes during the interview note taking should be “even” throughout. Do not only write those areas of interest as it will be a “tell” to the interviewee. This will change the tone of the interview. Interviewees will watch the interviewer closely.
- In admission seeking interviews we will add the caveat that what is shared in the interview is confidential. In information seeking interviews this is not necessary. However, any and all information from any interview should be treated as confidential.
- Interview where subject watched us write responses
- This is someone you may have never meet or had little contact with. Calibrating is the opportunity to get feel for length of responses, tone, and body language. This is maintained in the back of the interviewers mind as the interview continues to look for significant changes in response to questions. (Seven – Devil Himself) Language and body language mirroring… most people talk by “sense referencing” it is how we interact and interpret the world around us… The way I see things… I see… If you were to see things my way… I don’t see what this has to do with me…. I hear or heard that… I feel that…
- Cues – Heading nodding, “yes” anything giving approval to what they are saying.
- 1.) Especially in correlation with a line of questioning. 2.) What you are looking for is the release of stress from the body. It has to find an out an outlet. 3.) Some indicators of deception. Excessive Assertions of truthfulness. Incomplete or broken sentences. Excessive assertion of “religion” or “clean living” – story about club. Stuttering or stammering Inconsistent narrative – have them tell it backwards. In relation to our case study what we saw was if we maintained a line of questioning that was objective about the situation our subject was calm and cooperative. Once we shifted to his involvement even with the number of psycho pharmaceuticals the stressors were still there and the subject began crying more than once and had to leave the room.
- If they came to see you escort them out. Especially if this is a third party interview.
- - Jay Mohr and Tom Cruise Story from Jerry McGuire firing scene
- email, cell phones, ear buds, text messaging. Recent story about job interviews.