How quality rapport transforms investigations from confession-focused to information-gathering.
Continuing on our journey to shine a light on procedural justice and science-based interviewing practices, and their absolute need to be implemented across the board in the practice of interviewing, we’ll keep focusing on specific issues — but the key is getting these practices into the hands of interviewers. In this piece, we’ll examine the inextricable connection between authenticity, trust, and rapport, and their transformational power in science-based interviewing methodology.
As we look at these science-based practices, there are a couple of foundational concepts each of us must consider. What is your organizational mission? Are you in the interview to get the greatest quantity and quality of truthful information in an ethical manner? If the number one reason interviewees tell us the truth is the confidence and credibility of the interviewer, what are the results of using outdated legacy practices with no evidential support? The result is the antithesis of our organizational mission and goals. Stop stepping on progress, and implement the best practices available.
The investigative landscape is experiencing a seismic shift. As professionals in law enforcement, auditing, and corporate investigations grapple with evolving standards and expectations, one truth has emerged crystal clear: authenticity isn’t just a nice-to-have quality — it’s the cornerstone of effective information gathering. The era of confession-based interrogation tactics is giving way to science-based investigative interviewing, and at the heart of this transformation lies a fundamental understanding of how authenticity builds trust and how quality rapport dramatically improves outcomes.
Lida Citroën, author of The New Rules of Influence: How to Authentically Build Trust, Drive Change, and Make an Impact, argues that authentic leadership creates conditions where people feel safe to be vulnerable and share information. This principle translates directly to investigative settings, where the goal isn’t to break down resistance through pressure, but to create an environment where truthful disclosure becomes the natural outcome.
Research consistently demonstrates that science-based approaches were positively associated with increased cooperation and information disclosure and, indirectly, confession rates. In contrast, accusatorial approaches were associated with increased use of suspect counter-interrogation strategies and decreased cooperation. This isn’t just about being nicer — it’s about being more effective.
The shift from legacy confession-based practices to science-based information-gathering methods represents more than a tactical change; it’s a fundamental reimagining of the investigative process. Where traditional interrogation sought to overpower resistance, modern investigative interviewing seeks to understand and work with human psychology.
Trust, as defined by organizational researchers, is our willingness to be vulnerable to the actions of others because we believe they have good intentions and will behave well toward us. In investigative contexts, this translates to a subject’s willingness to share potentially damaging information because they believe the investigator will handle it fairly and professionally.
The neuroscience behind trust formation reveals why authentic approaches are so effective. When individuals perceive genuineness in their interaction partner, their brain’s threat detection systems dial down, while areas associated with social connection and cooperation become more active. This biological response creates the optimal conditions for information sharing.
Recent studies on authentic leadership show that when leaders demonstrate authenticity, it improves job satisfaction and fosters trust among employees. This genuine approach not only strengthens professional relationships but also contributes to a positive work environment. The same principles apply in investigative settings, where the “work environment” is the interview room and “job satisfaction” translates to willingness to cooperate.
Rapport isn’t just about being likeable — it’s about creating a psychological bridge that facilitates communication. Defined here as a smooth, positive interpersonal interaction, rapport can increase the amount of information provided by witnesses and sources, increase trust, and produce more cooperation and faster agreement in negotiations.
The research is compelling: perceived rapport was much higher in the rapport condition compared to the no-rapport condition. Participants in the rapport condition also provided substantially more dialogue and reported more accurate details in the substantive phase. These aren’t marginal improvements — they’re dramatic increases in information yield.
Quality rapport serves multiple functions in investigative interviews. First, it reduces the psychological distance between interviewer and interviewee, making the interaction feel more like a conversation than an interrogation. Second, it creates a sense of mutual respect that encourages honesty. Third, it provides the interviewer with better insight into the interviewee’s communication style, emotional state, and credibility indicators.
The building of rapport isn’t manipulation — it’s professional relationship management. When done authentically, it honors the dignity of all parties while maximizing the likelihood of achieving investigative objectives.
Traditional interrogation methods focused on obtaining confessions through psychological pressure, confrontation, and persistence. While these approaches sometimes produced admissions, they also generated false confessions, legal challenges, and damaged relationships that could have provided ongoing intelligence value.
Science-based investigative interviewing takes a different approach — one that encompasses both relational and informational tactics shown to be effective in developing rapport and trust, eliciting accurate information, and facilitating judgments of credibility.
This model recognizes that information gathering is not a zero-sum game. The most effective interviewers understand that their success depends not on overpowering resistance, but on creating conditions where truthful disclosure becomes the path of least resistance.
The transition requires interviewers to develop new skills. Instead of learning how to increase pressure, they must learn how to build psychological safety. Instead of mastering confrontation techniques, they must become expert at reading nonverbal communication and adapting their approach in real time. Instead of viewing interviewees as adversaries to be defeated, they must see them as sources of information to be understood.
You might wonder: this all sounds great in theory, but what about when the stakes are high? The research suggests that authenticity becomes even more crucial in high-pressure situations. Rapport-based interview tactics can be successfully trained, and using such tactics can facilitate perceptions of rapport and trust, reduce individuals’ resistance to cooperate, and increase information yield.
When investigators maintain authenticity under pressure, they model the very behavior they’re seeking from their interviewees. This creates a virtuous cycle where honesty begets honesty, and professional conduct encourages reciprocal professionalism.
Consider the auditor looking at potential fraud, the internal affairs investigator examining misconduct allegations, or the corporate security professional dealing with intellectual property theft. In each case, the interviewer’s authenticity — their genuine commitment to uncovering the truth rather than simply building a case — dramatically influences the interviewee’s willingness to provide accurate information.
The authenticity advantage isn’t just about being genuine; it’s about being genuinely committed to the truth, wherever it leads. This commitment, when communicated authentically, often resonates with interviewees who may be struggling with their own relationship to the truth.
The research provides clear guidance for practical implementation. Effective rapport-building in investigative contexts involves several key elements:
The implementation of these principles requires training and practice. Over the past fifty years, research on investigative interviewing has dramatically expanded our understanding of effective techniques. Organizations that invest in this training consistently see improved outcomes.
From a purely practical standpoint, authentic, rapport-based investigative interviewing delivers superior return on investment. Cases resolve more quickly when interviewees cooperate voluntarily. Information obtained through collaborative methods is more accurate and complete. Legal challenges are reduced when proper techniques are used throughout the process.
Moreover, interviewers who develop these skills report higher job satisfaction and lower burnout rates. Working with people rather than against them creates a more positive professional experience, which in turn leads to better long-term performance.
The ripple effects extend beyond individual cases. Organizations known for professional, respectful interviewing practices find that interviewees are more likely to come forward voluntarily, witnesses are more willing to cooperate, and the overall quality of intelligence gathered improves significantly.
As we look toward the future of interview practice, the evidence is clear: authenticity isn’t just morally preferable — it’s professionally superior. The interviewers and organizations that embrace science-based, rapport-driven approaches will consistently outperform those clinging to outdated interrogation methods.
This isn’t about going soft on interviewees or abandoning the pursuit of truth. It’s about recognizing that the most effective path to truth runs through trust, and trust can only be built through authentic professional relationships.
The transition from confession-based to science-based investigative interviewing represents more than a change in technique — it’s an evolution in professional identity.
The research is unequivocal: when interviewers bring authenticity to their work, when they build genuine rapport with interviewees, and when they create environments where truth-telling becomes the natural choice, they don’t just get better results — they get results that truly serve justice.
As Lida Citroën reminds us, authentic influence creates conditions where people choose to be vulnerable and share information. In interviewing contexts, this choice — freely made rather than coerced — produces not just better outcomes, but more ethical ones.
The science is clear, the benefits are documented, and the future is bright for those ready to embrace authenticity as their interviewing superpower. After all, in a profession dedicated to uncovering truth, what could be more powerful than being genuinely, authentically committed to that truth?
Training is the first step to accomplishing this. It is what moved me beyond my blind spots, at least some of them. I can provide the training or recommend providers teaching science-based techniques. Do your research, find the right provider, and maximize your training dollar investment. If you are a practitioner or a leader, don’t settle for the same old legacy-based methods that have no empirical evidence supporting them. If you are in leadership, you carry the same responsibility to know and apply these standards and to find training content that maximizes your team’s effectiveness and accomplishes your mission.
Anderson Investigative Associates is positioned to custom-tailor training to your specific needs. If you have any questions or would like to discuss the subject of authenticity, trust, and rapport, or any training need, please reach out. Additional issues pertaining to interviewing, auditing, and investigations can be found in other blogs and videos that we have produced and are contained in most blocks of instruction that our company presents.
If you have additional questions, comments, or an interview topic you would like me to address, just let me know. In the meantime, be well, stay safe out there, and start investing in authenticity, rapport, and trust. It will improve everything you do. It’s time to improve your interviewing and communication skills, not just in interviews, but throughout your life. If you need help getting ready, I know who could help.