|Because of our
specialization in the field of interviewing and interrogation, coupled
with literally hundreds of publications by members of our staff, John
Reid and Associates is highly respected by courts and investigative
agencies alike. On a regular basis we are asked to review material
for expert consultation. There are two primary areas in which we offer
REVIEW OF AUDIO OR VIDEO-TAPED INTERVIEWS/INTERROGATION
By evaluating electronically recorded interviews or interrogations
we can often provide the following expert opinion to an agency:
|| Is the suspect withholding
relevant information or telling the truth?
|| What interrogation approach would
be most productive for this particular suspect?
|| How could an interview have been
conducted differently to develop more meaningful information?
|| What additional tactics or strategies
could have been used during an interrogation to persuade the suspect
to tell the truth?
REVIEW OF MATERIAL FOR
OPINIONS ON INTERROGATION TECHNIQUES
OR A CONFESSION
Especially during a suppression hearing various aspects of the voluntariness
or trustworthiness of a confession require an expert to educate the court
on what is considered proper or improper. While we are not qualified to
offer legal opinions, we "wrote the book" on contemporary interrogation
techniques and can enlighten a judge on why certain tactics are necessary
and why they would not cause an innocent person to confess. On the other
hand, about 50% of our confession consultations are for the defense --
Not every interrogation is properly conducted. In those situations we
may testify as to the possible effects of duress, coercion or other factors
that may have led to an involuntary or false confession.
REVIEW AND DEVELOPMENT
OF THE PRE-EMPLOYMENT INTERVIEW
While most job applicants are honest, hard-working individuals
seeking an opportunity for long-term employment, some of them try to gain
a job by misrepresenting their background, employment history, education,
experience, and abilities on their resume and application. Consequently,
some individuals are hired who eventually put the employer, co-workers,
and members of the public at risk because of their inapproproate behavior.
In view of our experience of over 50 years of interviewing
applicants for positions of trust, one of our staff would be happy to
review your current pre-employment screening process and selection interview,
and then work with you to offer suggestions that would serve to strengthen
the structure and quality of the process and interview so that you would
be better able to identify high-risk applicants before they become problem
For more information, please contact