Mastering the Art of Interviews: A Unique Approach Combining Criminology, Interrogation Techniques, and Psychological Insights
How Understanding Behavioral Cues, Asking the Right Questions, and Building Trust Can Lead to Better Hiring Decisions
A Unique Approach to Interviews: Combining Criminology, Interrogation Techniques, and Psychological Insights
In the field of recruitment, it’s not just about finding someone who can do the job—it’s about finding the right person, someone who will thrive in the role and contribute to your organization in meaningful ways. After over a decade of experience in recruitment, I’ve developed a unique approach to interviews that blends criminology, scientific interrogation techniques, and psychological insights. While I’m not formally certified in psychology, my method is based on years of learning, observing, and conducting countless interviews, all of which have shaped the way I assess candidates.
In this article, I’ll share my approach in detail, including practical examples and insights into how these techniques can be used effectively. These insights aren’t based on theory but on what I’ve found works in real-world scenarios, and they’re something that anyone can train themselves to spot and use with enough practice.
1. Criminology-Based Insights: Understanding Behavioral Patterns
Criminology isn’t just about studying crime—it’s about understanding human behavior. Over the years, I’ve studied criminological methods to help me understand the motivations and actions of people, and I’ve learned to apply these methods in interviews to identify patterns in behavior. The key here isn’t about seeing candidates as suspects, but rather using criminology to assess behavioral cues and read between the lines.
Through my experience, I’ve learned that paying attention to how candidates behave—especially when they’re under pressure or discussing challenging experiences—can give valuable insights into how they might perform in a high-stakes environment. It’s about noticing patterns that might otherwise go unnoticed.
Example:
I once interviewed a candidate for a leadership role who focused almost entirely on technical skills rather than leadership experience. Initially, this raised some concerns, but having studied criminology, I knew to dig deeper and not jump to conclusions. I probed further into their leadership experiences, and eventually, the candidate revealed a strong ability to manage and inspire teams, but they were nervous about sounding “too boastful.” Recognizing this behavioral pattern helped me assess their true leadership potential.
2. Interrogation Techniques: Building Trust, Not Pressure
When people hear “interrogation techniques,” they might imagine intimidating police-style questioning, but my approach is quite different. I’ve drawn inspiration from high-stakes interrogation methods, not to make anyone uncomfortable, but to uncover deeper insights in a way that makes candidates feel respected and valued. The goal isn’t to catch them in a lie but to build rapport and make them feel at ease so they can share more honestly.
One technique I use frequently is the Cognitive Interview, a method used by law enforcement to help individuals recall information in greater detail. Instead of bombarding candidates with rapid-fire questions, I create an environment where they feel safe enough to provide comprehensive, thoughtful answers. This builds trust and allows me to gain deeper insights into their experiences, skills, and values.
Example:
Instead of asking a direct question like, “What leadership skills do you bring to this role?” I might ask, “Can you walk me through a specific challenge you faced as a leader and how you handled it?” This approach encourages the candidate to tell a story, and often, this deeper dive reveals qualities and skills that a surface-level answer might miss.
3. Psychological Understanding: Interpreting Verbal and Non-Verbal Cues
While I’m not a certified psychologist, I’ve spent years studying the psychology of human behavior, especially in high-pressure situations like interviews. Through practice, I’ve developed a keen eye for spotting both verbal and non-verbal cues that can help me interpret a candidate’s emotional state and level of comfort.
It’s important to remember that these cues aren’t foolproof; they’re simply indicators that, when combined with the candidate’s responses, can help inform a more accurate assessment. I’ve found that with enough experience, it becomes second nature to notice shifts in tone, body language, and facial expressions.
Verbal Cues
While what a candidate says is important, how they say it can tell you a lot about their level of confidence or discomfort. I pay close attention to tone, pace, and word choice. For example, a rapid pace of speech might indicate nervousness, while a slower pace could suggest they’re carefully considering their response.
Example:
In one interview, a candidate spoke very quickly when describing a challenging project they’d worked on. Their words seemed rushed, almost like they were trying to get through the answer as quickly as possible. Recognizing this as a sign of stress, I asked them to slow down and explain their role in more detail, which revealed a much more nuanced and insightful response.
Non-Verbal Cues
Non-verbal communication—body language, eye contact, posture—can also provide valuable clues about how a candidate is feeling during an interview. I look for signs of openness (like uncrossed arms or facing the interviewer directly) and signs of discomfort (such as fidgeting, crossed arms, or avoiding eye contact). These cues aren’t always definitive, but they do provide context to the verbal answers.
Example:
During an interview, I noticed a candidate consistently avoiding eye contact when asked about a particular job responsibility. This non-verbal cue raised a flag that something might be off, so I adjusted my questioning to focus on that specific area. As we discussed it further, the candidate revealed they were hesitant about that aspect of the role, which gave me valuable insight into their strengths and weaknesses.
4. Structured, Scientific Questioning: The Power of the Right Questions
One of the most important aspects of my interviewing approach is using structured, scientifically supported questioning techniques. This includes using behavioral-based questions that ask candidates to reflect on past experiences and situational questions that help predict how they might perform in the future. These techniques are proven to be more reliable than intuition alone.
The STAR method (Situation, Task, Action, Result) is a great example of a structured approach I use. It helps ensure that the candidate provides specific examples that showcase their skills, problem-solving abilities, and results in a clear and objective way.
Example:
When asking a candidate about their teamwork experience, instead of asking, “Are you a good team player?” I ask, “Tell me about a time when you had to work with a difficult team member. How did you handle the situation, and what was the outcome?” This kind of question encourages the candidate to provide concrete examples, which makes it easier to assess their actual capabilities.
5. Creating a Comfortable Environment for Honest Conversations
Finally, creating an environment where candidates feel comfortable is crucial to getting the best out of the interview process. I’ve found that when candidates feel respected and at ease, they’re more likely to share openly and honestly. This not only helps me get a clearer picture of their qualifications but also gives me insight into how they might fit with the team and company culture.
At the beginning of every interview, I explain my approach: that I’m there to understand their true potential and that it’s not a test, but a conversation. I encourage them to ask questions as well, which helps break down barriers and build rapport.
Key Takeaways: How These Approaches Lead to Better Hiring Decisions
Criminology Insights: Use behavioral analysis to understand underlying patterns and motivations, which helps assess a candidate’s potential beyond their words.
Interrogation Techniques: Build trust and encourage open dialogue with thoughtful questioning techniques that allow candidates to express their true abilities and experiences.
Verbal and Non-Verbal Cues: Pay attention to both verbal and non-verbal cues to gauge a candidate’s emotional state, confidence, and comfort level.
Structured Questioning: Use structured, evidence-based questions to ensure you’re assessing candidates fairly and objectively.
Creating a Comfortable Environment: Set the stage for open and honest conversation by establishing trust and rapport, which leads to more insightful interviews.
By combining criminology, interrogation techniques, and psychological insights, I’ve developed an approach to interviews that goes beyond the surface and helps identify the best candidates. It’s not about using complex theories but about developing the skill to read people in a way that’s fair, objective, and based on real-world experience. If you take the time to refine these techniques through practice and observation, they’ll not only improve your interview skills but will also lead to more informed, confident hiring decisions.