It has been said that the pre-test interview is the most important part of the polygraph test.  In fact, the same thing can be said of running charts and test data analysis.  Separation of anyone of these parts would result in an activity that would not satisfy the requirements sufficient to be referred to as a polygraph test. 

For many polygraph examiners interviewing others is perhaps the most rewarding and satisfying of the various activities that are required during a polygraph test.  Interviewing the same topics so many times, and with so many people, can sometimes begin to become routine.  Here are three simple habits that can promote effective interviewing.

AVOID MIND-READING

Mind-Reading in this context, does not refer to attempts of actual clairvoyance.  Instead, this term is a metaphorical way of describing a communication style that is characterized by one person acting as if or assuming that they can possibly know exactly what another person is thinking or feeling.  One problem with Mind-Reading is that we (humans in general) are not good at it.  Mind-Reading leads to incorrect assumptions, incorrect conclusions, and misdirected actions.

Mind-Reading sometimes a characteristic of dysfunctional relationships, Psychotherapist and Councillors who work with couples and families will sometimes devote time to improving communication skills, including reducing or eliminate Mind-Reading, as a contributor to some forms of relational discord.  The habit or act of Mind-Reading can stand in the way of comfortable and authentic communication.

Avoid Mind-Reading is easy. All that is necessary is to develop a habit of asking people to express their own thoughts, feelings, motivations, perspectives and experiences.  Equally important will be to create a context and a space for this to occur.  This process starts by deciding to be interested in what the other person might express, regardless of what may be when the topic is sensitive or vulnerable, or socially awkward or objectionable – and especially when dealing with persons who may struggle with issues of shame, trauma, avoidance, people-pleasing, or dishonest communication and behaviour – it will be important to convey an attitude of openness.  To accomplish this is a matter of listening with the goal of understanding vs listening with the goal of forming an argument to refute what they have expressed. 

When done skilfully, asking questions with an attitude of openness and interest can begin to create an interpersonal space in which the other person can express themselves with less filtering and re-framing – and less avoidance, deception, minimization and lying.  In the interview context, developing the skill and habit of communication without Mind-Reading, instead conveying openness to the information and perspective the other might provide, while deferring the need for more critical scrutiny to a later point, will ultimately increase the ability to enjoy, experience and understand the flow of rich and interesting information.

DON’T ASK “WHY”

To be clear, why is very tempting and interesting question to ask.  But why can often be an ineffective question.  Questions about why someone has done something, or why someone thinks something or why someone has experienced a situation in a certain way are deep and interesting questions.  They go directly to requesting the facts and evidence – often before a person has clarified the facts and evidence, thus forcing them into a position of embarrassment and reluctance to commit to a more completely detailed discussion, lest they be wrong and embarrassed further.  These questions also go directly to a discussion of motivation – which requires a combination of insight and introspection and a safe context in which to engage a discussion.  Sadly, many people struggle with insight and introspection and may not have taken the time to fully understand the complexities surrounding their motivations. 

In practical terms the effect of asking why is sometimes (often) that many people cannot answer this question with complete honesty and detail, and may instead become defensive – resulting in a reduction of effective communication.  Some may become more silent and less communicative.  Others may begin to formulate excuses and explanations.  The bottom line is that many people, depending on their social and psychological makeup, can experience the why question as critical or judgmental. 

LISTEN MORE AND TALK LESS

Listening to and attending to others is difficult.  Especially when the other may be objectionable or disagreeable, or when we have already concluded that we do not like or do not care about them.  Interviewing is not for the weak and faint, and there are innumerable things that can go wrong in any interview context.  Listening to problems – problems involving neglecting to listen – are sometimes prefixed by a meta-message (i.e. the message within the message) of disinterest in the other’s perspective. 

Listening requires first creating a context in which comfortable and honest communication can occur.  This begins with constructing a demeanour and attitude in which all persons, regardless of who they are or how they address themselves, are treated with respect and dignity.  It proceeds with a formation of an authentic form of interest in the person and their experiences, regardless of whether or not their lifestyle has been consistent with our own values and behaviour.  It is important to clarify that this does not equate to endorsing or condoning a person’s problem behaviour or mistreatment to others.  Instead, it means only that we begin by remembering that all persons have interesting value unto themselves – simply because they are a person – and that nearly all persons will enjoy and appreciate it when another person shows interest and takes the time to listen. 

A practical way to prepare to listen is to ponder this question before the interview begins: how did this person come to be in this interview today.  With this view it is possible to find an attitude of patience and interest towards virtually anyone.

Practical Polygraph: Three simple Habits for more Effective Interviewing

Raymond Nelson - APA Magazine 2021, 54(1)