Investigation Interview Questions: 14 Questions to Guide Your Interviews (Plus 6 Bonus Questions)

Investigation interviews are one of the most critical (and delicate) parts of any workplace investigation. Whether you’re addressing allegations of harassment, discrimination, fraud, or policy violations, the way you ask questions can determine whether you uncover the truth or miss key facts.

These interviews often involve handling sensitive accusations and complaints, making it essential to approach questioning with care, objectivity, and attention to detail.

Many investigators rely too heavily on rigid scripts. But as experienced investigators know, effective interviews are structured yet flexible, allowing the conversation to unfold naturally while still gathering essential information .

In this article, you’ll learn sample investigation questions, why each category matters, how to apply them in practice, and how technology can support consistent, defensible interview processes.

Why Investigation Interviews Require a Different Approach

Interviews are often the single most important source of evidence in internal investigations — even more valuable than documents or data alone.

At the same time, the U.S. Equal Employment Opportunity Commission (EEOC) emphasizes that interviews must be conducted carefully to avoid retaliation, bias, or procedural flaws that could undermine the EEOC investigation process. Employers must use the right tone and ensure accuracy throughout the process to gather reliable information and maintain the integrity of the investigation.

That’s why many modern interview frameworks focus not on interrogation, but on fact-finding, context, and impact.

Employers should double-check information provided during interviews and use neutral, fact-based language when documenting responses to ensure consistency and withstand scrutiny from lawyers and regulators.

Preparing for the Investigation

Thorough preparation is the foundation of any successful workplace investigation. Before conducting an investigation interview, human resources (HR) teams should carefully review the initial complaint and gather all relevant information related to the case. This includes identifying the parties involved—such as the accused employee, the complainant, and any potential witnesses—so that the investigation process is comprehensive from the outset. HR investigation questions should be thoughtfully prepared in advance, tailored to the specific situation, and designed to elicit clear, factual responses. By understanding the details of the allegations and the roles of each person involved, HR teams can ensure that the investigation interview remains focused and effective. Establishing a clear process and defining the responsibilities of everyone involved helps maintain consistency and fairness throughout the investigation, setting the stage for a thorough and defensible outcome.

Building Rapport and Establishing Trust

Establishing trust with the individuals involved in a workplace investigation is essential for gathering accurate and complete information. The interviewer should approach each investigation interview with empathy and professionalism, creating an environment where participants feel comfortable sharing details. This means avoiding leading questions and instead using open-ended prompts that encourage honest responses. The interviewer should clearly explain the purpose of the investigation, outline the process, and reassure the involved parties about confidentiality and the importance of their participation. By building rapport and demonstrating respect, the interviewer can foster open communication, making it more likely that individuals will provide the important details needed to reach a fair and informed decision.

14 Core Investigation Questions (Explained)

Investigation interview questions can be organized into four investigative phases, each serving a distinct purpose.

1. The Basics: Establishing the Facts

The first set of questions focuses on what happened, who was involved, and when the event occurred.

Key objectives:

• Establish a baseline account from the reporting employee to serve as a foundation for corroborating other testimonies
• Identify witnesses and evidence
• Determine whether the issue is ongoing

Baseline questions are important in this phase to establish a factual account of the event, providing a standard reference point for the investigation.

Examples include:

• What exactly happened? Who else was present?
• Where and when did the action take place?
• Who committed the alleged behavior?
• Can you describe what you saw or heard during the event, including the date, time, and how people involved reacted?

Interviewers should limit their questions to inquiries about what the interviewee personally saw or heard, and ask direct questions about personal observations to ensure the testimony is credible.

The Society for Human Resource Management (SHRM) recommends starting interviews with open-ended, non-leading questions to reduce defensiveness and encourage fuller responses.

2. The Context: Understanding the Bigger Picture

Once the facts are established, investigators need to understand who else may be affected and what additional information exists. Interviewing other witnesses and gathering multiple perspectives from all people involved is essential to ensure a thorough and unbiased investigation.

These questions help uncover:

• Additional witnesses
• Related incidents
• Prior reports or patterns

Examples include:

• Do you know if anyone else reported the incident?
• Is there anyone else who may have relevant information?

Conflicting reports from witnesses can arise during workplace investigations, so it is important to resolve discrepancies by interviewing witnesses, corroborating testimony, and asking consistent questions.

Context questions are especially important for identifying systemic issues, not just isolated events, a best practice highlighted by the Ethics & Compliance Initiative (ECI).

To maintain consistency and fairness, interviewers should ask the same core questions to each witness during the investigation process.

3. The Reaction: Capturing Immediate Responses

This phase explores how the interviewee responded at the time and afterward.

Asking about the interviewee's emotional state and specific concerns can provide a deeper understanding of their motivations and reactions, helping investigators fully grasp the context of the incident.

Questions such as:

• How did you react?
• Did you indicate that you were upset?
• Have you discussed this with anyone?

These insights help investigators assess:

• Credibility and consistency
• Emotional impact
• Potential retaliation or escalation

Careful preparation and attentive listening to how the interviewee is speaking can prevent them from steering the conversation and ensure that investigators capture all relevant details.

The ACFE notes that behavioral reactions often provide critical insight into intent, severity, and urgency during investigations.

4. The Impact: Understanding Consequences

Understanding how the incident affected the individual is essential — not just for fact-finding, but for ensuring appropriate support and remediation. Interviewees should be encouraged to share details about the impact, including describing any physical contact that may have occurred during the incident or related meetings.

Impact-related questions include:

• How has your job been affected?
• Have you missed work because of this incident?
• Have you sought medical treatment or counseling?

It is important to document every allegation raised in the complaint, including the specific words used, and to show how each was addressed during the interview. Interviewers should also ask if there is any additional helpful information or specific evidence that could support the investigation.

The EEOC stresses that investigators should document impact carefully, as it may influence legal exposure, corrective action, and duty-of-care obligations.

Gathering Evidence and Assessing Credibility

A critical step in any workplace investigation is gathering and evaluating evidence to ensure a well-supported conclusion. The interviewer should collect all available physical evidence, such as emails, documents, or other records, and obtain statements from witnesses and the parties involved. Assessing the credibility of each piece of evidence is just as important as collecting it—this involves considering the reliability of witnesses, identifying any potential biases, and exploring alternative explanations for the reported events. Follow up questions are essential to clarify inconsistencies and uncover additional relevant information. By systematically gathering evidence and carefully assessing the credibility of all sources, the interviewer can build a comprehensive understanding of the situation and make informed recommendations for next steps.

Documenting the Investigation

Accurate documentation is vital for ensuring that every workplace investigation is transparent, fair, and defensible. During each interview, the interviewer should take detailed notes, recording the questions asked, the answers provided, and any notable observations. All physical evidence should be securely stored and clearly labeled, while witness statements and other relevant information should be transcribed and included in the investigation file. The final investigation report should summarize the findings, outline any recommendations, and reference all supporting evidence and statements. By maintaining thorough records throughout the process, HR teams can demonstrate that the investigation was conducted properly and that all relevant information was considered, protecting both the organization and the individuals involved.

6 Bonus Questions: Closing the Loop

The final questions focus on resolution and completeness .

These include:

• What would you like the company to do?
• Is there anything else I haven’t asked that’s relevant?

It is important to give the accused employee a chance to respond to the questions and allegations, and to end the interview with an open-ended question so interviewees can share any additional information they feel is important. This approach allows interviewees to respond fully and ensures that any overlooked details are surfaced.

These questions:

• Give the interviewee agency
• Surface overlooked details
• Demonstrate fairness and transparency

Closing interviews this way helps reduce perceptions of bias and improves trust in the investigation process. It is crucial to document these responses accurately to maintain a reliable record of the investigation.

Avoiding Common Pitfalls

To ensure a fair and effective workplace investigation, it’s important to be aware of and avoid common pitfalls. One of the most significant risks is failing to remain objective, which can compromise the integrity of the investigation process and lead to biased outcomes. Interviewers should avoid leading questions that might influence responses and instead use open ended questions to encourage honest, detailed answers. It’s also crucial to be vigilant about potential retaliation claims and to take proactive steps to protect all parties involved. HR teams should pay attention to body language and other nonverbal cues, as these can provide additional context to the information shared. By staying aware of these challenges and maintaining a professional, respectful approach, interviewers can help ensure that the investigation process is thorough, impartial, and effective for everyone involved.

Why Flexibility Matters More Than Scripts

Investigators who treat interviews as guided conversations, rather than rigid checklists, are more likely to uncover the truth. Building rapport and using the right tone are essential for effective, flexible interviews, as they help establish trust and encourage honest, open responses from interviewees.

A scripted approach can:

• Limit spontaneous disclosures
• Miss emotional or contextual cues
• Make interviews feel adversarial

Instead, experienced investigators use these questions as anchors, adapting based on responses and evidence as the interview unfolds.

The Funnel Technique—starting with broad, open-ended questions and narrowing down to specifics—can help structure the conversation. Remember, the interviewer's role is to gather facts, not pass judgment, which helps maintain objectivity throughout the process.

How Case IQ Supports Better Investigation Interviews

Modern investigations require consistency, documentation, and defensibility, especially when interviews span multiple parties or jurisdictions.

Case IQ helps organizations:

• Document interview responses securely
• Standardize question frameworks across cases
• Maintain audit-ready investigation records
• Link interviews to evidence, findings, and outcomes

Having two investigators present during interviews, especially with employees accused of misconduct, can help ensure impartiality and enhance the credibility of the investigation process.

By embedding structured interview guidance into a centralized case management platform, organizations can conduct interviews that are thorough, fair, and defensible. Double-checking and confirming the accuracy of interview notes at the end of each interview is essential to strengthen the investigation record and verify the credibility and consistency of witness statements.

Frequently Asked Questions (FAQ)

What are investigation interview questions?

Investigation interview questions are structured prompts used to gather facts, context, reactions, and impact during workplace investigations involving misconduct, policy violations, or compliance issues.

These questions should also include asking the accused employee for their account of the incident, their perspective, knowledge of relevant company policies, and any evidence that supports their account, ensuring they have an opportunity to share their side of the story.

Why shouldn’t investigators rely solely on scripts?

Rigid scripts can limit disclosure and constrain conversation. Best practices recommend using prepared questions as a guide while allowing flexibility to explore relevant follow-up information.

Who should conduct investigation interviews?

Trained HR professionals, compliance officers, legal teams, or investigators with knowledge of employment law and investigative best practices should conduct interviews.

In cases involving accusations of misconduct, having two investigators present during interviews can help ensure impartiality and enhance the credibility of the investigation process.

How can technology improve investigation interviews?

Case management software like Case IQ helps standardize interview documentation, maintain secure records, and ensure consistency across investigations. At the end of each interview, it is important to double-check and confirm the accuracy of your notes to strengthen the investigation record and verify the consistency of responses.

Are investigation interviews legally sensitive?

Yes. Interviews must comply with employment law, anti-retaliation protections, and privacy requirements, as outlined by agencies such as the EEOC. Employers should document every allegation raised in a workplace investigation and record the specific words used in complaints to create a defensible and clear record for regulatory review.