How Often Do Members of Your Team Conduct Interviews?

And… how often do they train for it?

Whether it's onboarding a new hire, gathering information during an internal investigation, or conducting a performance review—your team is likely conducting interviews far more often than they realize.

But here’s the deeper issue:

Most professionals are never trained to interview effectively—let alone trained in evidence-based techniques like the Cognitive Interview.

And that gap has consequences: critical information is missed, bias creeps in, and decisions are made on incomplete or inaccurate data.

Let’s change that.

The Interview as a Tool for Truth

Originally developed in law enforcement to gather accurate eyewitness testimony, the Cognitive Interview is now used in everything from HR investigations to workplace conflict resolution and even customer experience research.

Why? Because it’s grounded in how memory actually works.

It’s not about interrogation—it’s about retrieving information accurately, completely, and without contamination.

This makes it an ideal framework not only for hiring interviews, but for any professional setting where details matter.

What Makes the Cognitive Interview Different?

Traditional interviews often rely on direct questioning, yes/no answers, or hypothetical scenarios. But the Cognitive Interview goes deeper by using strategies like:

• Context reinstatement – Helping the subject mentally return to the setting of the event or situation.
• Open-ended prompts – Encouraging detailed, uninterrupted responses instead of steering the narrative.
• Changing perspectives and sequences – Unlocking memory by revisiting the timeline or point of view differently.
• Minimizing interruption and judgment – Creating psychological safety so the person feels free to share.

These techniques help uncover more accurate, reliable, and nuanced information—especially in emotionally charged or high-stakes conversations.

So, Who Should Be Using the Cognitive Interview?

Anyone on your team who:

• Screens job applicants
• Handles internal complaints or misconduct
• Conducts performance evaluations
• Leads exit interviews
• Manages workplace conflicts
• Investigates safety incidents
• Gathers feedback from clients or stakeholders

That’s a bigger portion of your workforce than you might think.

But here’s the kicker: if they’re not trained, they’re likely doing more harm than good—whether they mean to or not.

The Risk of “Untrained Interviewing”

Let’s break it down:

• In hiring: Untrained interviews often default to biased questions or superficial impressions—leading to poor fit and costly turnover.
• In investigations: Poor technique can contaminate memory, introduce suggestion, or leave key details buried.
• In feedback sessions: Leaders may miss underlying issues that could be solved—if they just asked the right way.

In short, bad interviews create bad decisions.

Training Isn’t a Luxury—It’s a Leadership Responsibility

If your people are expected to gather critical information as part of their role, they deserve the tools to do it well.

Training your team in the Cognitive Interview doesn’t just improve individual performance—it protects your organization’s integrity, reduces legal and reputational risk, and builds a culture of curiosity, precision, and psychological safety.

It also shows your team that you’re serious about leadership development—not just checking boxes.

Start Here: 3 Simple Ways to Integrate the Cognitive Interview

1. Teach the “Golden Minute” Start interviews with uninterrupted storytelling. Let the person speak freely before jumping in with questions.
2. Use Context Cues Ask, “Can you walk me through what the environment looked and sounded like at the time?” Context boosts recall.
3. Train Monthly, Not Just Yearly Short, consistent skill-building sessions keep techniques sharp and relevant—especially for infrequent interviewers.

Final Thought: Great Interviews Don’t Happen by Accident

Your team already conducts interviews. The only question is whether they’re doing it effectively.

If you want more accurate information, better decision-making, and stronger leadership at every level, the Cognitive Interview isn’t just a law enforcement tool—it’s a modern leadership skillset.

Want your team trained in Cognitive Interviewing?

Let’s talk. I offer practical training sessions that give your leaders real tools to improve communication, uncover insights, and make confident, informed decisions—even under pressure.

?? Message me directly or visit our website for more info.

#CognitiveInterview #InterviewTechniques #EvidenceBasedLeadership #MemoryMatters #BehavioralScience