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 such consultation: 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 employees.

For more information, please contact us.