Today, most people understand the “Good Cop, Bad Cop” interrogation method.

One cop comes off as patient, sympathetic, and even protective towards the person of interest across the table to make him/her feel that the space is safe and that the officer has their best interests in mind.

The other cop, of course, adopts a more aggressive approach: impatience, stern, maybe even hostile. The bad cop has already made his decision, and is only pushing for the “suspect” to slip up or confess so that they can move on to the next stage of the process.

When interviewing with two or more senior associates or managers for a position that’s not with the police, many already feel intimidated enough. A manager taking more of a bad cop persona risks not only the candidate’s ability to thrive and present himself/herself accurately but also risks the integrity of the investigation to find the right person to fill the role.

Interrogations are presumptuous and can be a segway to hostilities further along the way. Conversations pave the path towards finding the truth about the candidate–whether they are the right or wrong candidate for the position–and open the doors towards generating a more inclusive and successful work environment.