Discover effective tactics for interrogating complainants during HR investigations. Investigate the art of conducting courteous, comprehensive interviews that maintain confidentiality and impartiality while revealing critical insights.

1. Compare the complainant's account with other
evidence gathered during the investigation. If their
story matches other witness accounts or physical
evidence, it is more likely to be true.
9
COMPARE WITH OTHER EVIDENCE
1
Give the complainant your full attention and listen
to their concerns. This means maintaining eye
contact, asking clarifying questions, and avoiding
interruptions.
LISTEN ACTIVELY
2
Show that you understand the complainant's
feelings and acknowledge their emotions. This can
help them feel heard and validated.
BE EMPATHETIC
3
While it's essential to be empathetic, it's also
important to maintain a professional demeanour
throughout the investigation. Avoid making
judgments or taking sides.
BE PROFESSIONAL
4
Offer resources such as an employee assistance
program or counselling services if the complainant
is experiencing emotional distress.
PROVIDE SUPPORT
5
Be transparent about what information can and
cannot be shared with the complainant, and explain
why. This can help build trust and credibility.
BE TRANSPARENT
6
Maintain the confidentiality of the complainant's
information and any discussions related to the
investigation.
ENSURE CONFIDENTIALITY
7
Gather all relevant facts and evidence about the
complaint. This can include interviewing witnesses,
reviewing documents, and conducting any
necessary testing or analysis.
CONDUCT A THOROUGH INVESTIGATION
Consider the complainant's motive for making the
complaint. Is there an apparent reason for making a
false allegation, or do they have a history of making
similar complaints?
8
CONSIDER MOTIVE
Question A Complainant
During an
HOW DO YOU
HR INVESTIGATION
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