2-Day Workshop · 26–27 Oct 2026 · Amara Singapore
Investigative Interview& Interrogation
Start with a neutral investigative interview to establish the facts. Move into evidence-led, non-confrontational interrogation only when the investigation warrants it.
Practise professional questioning, contradiction handling, admission-seeking and investigation reporting through realistic cases and role-play.
Serving Singapore’s public sector since 2004
Why This Matters
The Wrong Start Can Push The Subject Into Denial.
Good investigations begin with interview, not interrogation. Starting with confrontation can shut down useful information and create a cycle of resistance and repeated denial.
The Interview Was Skipped
Starting with confrontation can shut down useful information too early.
Behaviour Was Misread
Nervousness, silence or emotion can be mistaken for guilt.
The Account Was Shaped
Leading or loaded questions can influence what you hear.
Contradictions Came Too Soon
Evidence introduced too early can reduce the value of the response.
The Subject Entered A Denial Loop
Premature interrogation can produce repeated denial instead of a fuller account.
The Outcome Became Harder To Defend
Poor sequencing can weaken both the questioning and the final finding.
The Capability Gap
Investigative Interviewing Is A Structured Skill, Not A Normal Workplace Interview.
Managers, HR, compliance professionals and investigators may already be experienced interviewers. Investigative interviewing serves a different evidential purpose: obtain an uncontaminated account, identify gaps, test inconsistencies and preserve a defensible record.
General interviewing habits
- —Ask questions to understand or resolve an issue
- —Follow the conversation as it develops
- —Clarify answers as questions arise
- —Rely heavily on experience, instinct or rapport
Investigative interviewing discipline
- ✓Prepare from evidence and defined information gaps
- ✓Obtain the full account before narrowing the inquiry
- ✓Sequence questions without leading or contaminating answers
- ✓Test contradictions and shift to interrogation only when warranted
General HR or management interviewing techniques are not designed for this evidential task. The structured skills have to be trained and practised.
About This Workshop
Build The Skills To Interview and Interrogate Professionally.
This two-day workshop develops the questioning process in the right order: prepare, interview, clarify, test against evidence, interrogate where warranted and report the outcome clearly.
You learn to obtain the account before challenging it—and avoid moving into interrogation too early.
Work through realistic cases, questioning exercises, behavioural observation, timelines and role-play across public-sector and corporate investigations.
Who Should Attend
For investigations where the account has to stand up to review.
Relevant to public-sector and corporate professionals responsible for fact-finding, investigations, misconduct or disciplinary inquiries.
What You'll Gain
Know When To Interview, and When To Interrogate.
Make better investigative decisions at each stage of the questioning process.
Prepare From The Evidence
Identify gaps and set clear questioning objectives.
Start With The Interview
Obtain a full account before challenge or confrontation.
Observe Without Assuming
Use behaviour to guide inquiry — not to decide guilt.
Test The Account Against Evidence
Probe timelines, inconsistencies and corroborating information.
Know When To Shift
Recognise when the evidence justifies moving into interrogation.
Document The Outcome
Record material information, admissions, findings and follow-up.
Sequence Questions Deliberately
Move from broad accounts to clarification and challenge.
Seek An Admission Professionally
Use evidence and appropriate challenge without improper pressure.
Why This Workshop Is Different
It Teaches The Judgement Between The Questions.
The focus is not simply which question to ask, but what the evidence requires you to do next.
Programme Outline
From Interview Foundations To Evidence-Led Interrogation.
Day 1 builds the interview foundation. Day 2 develops evidence testing, interrogation and reporting.
Introduction to Investigative Interviewing
- Define investigative interviewing and non-confrontational interrogation
- Distinguish interviewing from confession-seeking
- Understand why the interview should come first
Rights, Roles and Professional Responsibilities
- Apply interviewer responsibilities and procedural safeguards
- Explain the interview process clearly and maintain proper records
- Avoid threats, promises and improper pressure
Behavioural Observation and Body Language
- Observe verbal, vocal and non-verbal behaviour objectively
- Consider baseline, culture, emotion and health factors
- Use behaviour to guide clarification—not to infer guilt
Communication and Questioning Skills
- Build rapport and apply active listening
- Use open, probing, clarifying and challenge questions
- Sequence questions and manage evasive responses
Planning, Preparation and Interview Stages
- Review the case, evidence and information gaps
- Set objectives and plan the questioning sequence
- Obtain the full account before challenge or closure
Clarification, Contradictions and Evidence
- Obtain a free and uninterrupted account
- Clarify details and test inconsistencies fairly
- Present evidence appropriately and confirm key information
Emotions, Credibility and Denial
- Manage distress, anger, silence and other emotional responses
- Assess credibility through consistency, corroboration and context
- Recognise how premature interrogation can create denial loops
Interrogation and Practical Application
- Use evidence-led, non-confrontational interrogation where warranted
- Allow explanations while protecting dignity and procedural fairness
- Apply the process and convert findings into a structured report
Your Trainer
Over 20 Years in Investigation and Training.
Alan Elangovan’s experience spans investigative techniques, behavioural observation, security questioning, professional interviewing and report writing, with programmes delivered across more than 30 countries.
His career includes 20 years with the Immigration & Checkpoints Authority under Singapore’s Ministry of Home Affairs and seven years with the Singapore Armed Forces.
Alan also developed the proprietary BEHAVE Investigative Framework. Selected components support preparation and evaluation in this workshop without replacing established procedures or professional judgement.
Frequently Asked Questions
Frequently Asked Questions
Download the ready-to-edit Justification for Approval Letter. It sets out the course relevance, objectives and organisational benefit so you can adapt it for your supervisor or approving authority. Government billing is available through Vendors@Gov / InvoiceNow.
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Investigative Interview & Interrogation
9.00 am–5.00 pm daily | Amara Singapore