Detecting Truth, Deception and Lies While Conducting an Investigation

Truth is elusive and there is more to know if someone is being less than truthful aside from the fact that their lips are moving. If the focus of your investigation is to establish the facts how then is it possible to find out the truth when the information you are receiving might not be accurate? Being able to know when and if someone is being forthright/candid and truthful is a high-level skill set that, when properly developed can increase one’s value to the organization as well as have its uses on a personal level. This unique and comprehensive webinar will discuss why you might have to deal with inaccurate/incorrect or questionable information and how to identify it, deal with it, and even how to make it work to your and the organization’s advantage. 

Areas Covered

• Why we deceive.
• Body Language/Demeanor Evidence: Myth or fact?
• The Two Primary Forms of Deception: Falsification & Concealment
• The Three ways to Detect Deception: Emotional Cues, Cognitive Approach and the Attempted Control Approach
• Comparing verbal vs. non-verbal behavior
• Use of Visual & Audio Observation
• Interview Techniques
• Use of “yes” or No” Questions
• Use of single v multiple sessions (for both employees and witnesses)
• Documentation
• Confronting the deceiver
• Why a half truth is a whole lie
• Why and when the deceiver plays the role of victim
• The role of denial for the deceiver

Learning Objectives

• The elements of and differences between the two primary forms of deception (Falsification & Concealment).
• Methods/techniques to detect deception (Emotional Cues, the Cognitive Approach and the Attempted Control Approach).
• The proper weight to give Body Language/Demeanor Evidence: Myth or fact?
• The proper use of visual & audio observation.
• How to employ the benefits of multiple interview techniques.
• The proper application of “Yes” and “No” Questions.
• The use of single v multiple sessions (for the subject of the investigation and witnesses).
• How to make documentation work for you.

Who Should Attend

All level Managers, Supervisors, Human Resources, Employee Relations, Labor Relations, Attorney’s, and Union Officers/Representatives/Stewards, all levels of Law Enforcement or Security staff. 

Speaker(s)

Bob Oberstein

Bob Oberstein is uniquely qualified with over 48 years of Labor Relations experience on both sides of the table in both the private and public sectors and is the recipient of the Federal Mediation and Conciliation Service Director's Award for lifetime achievement in promoting positive Labor Management Relations. Bob also was the Director of the Labor Management Relations BA and certificate programs at Ottawa University, Phoenix where he also developed and taught Labor Relations and Human Resources related courses on both the graduate and undergraduate levels. Bob has several published articles to his credit in addition to his arbitration awards and has also been recognized in Who’s Who Among America’s Teachers. Additionally, Bob has served on several boards and commissions and panels where he participated in resolving or adjudicating all manner of workplace issues in a variety of industries. Moreover, Bob also holds a Master of Jurisprudence in Labor and Employment Law from Tulane University's School of Law. Bob has and continues to serve the labor management community as well as other groups as an Arbitrator, Mediator, Facilitator, Investigator, Trainer and Educator.

CEUs

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

Credits: 1.5

Compliance Prime is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org

Credits: 1.5

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