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The Humintell Blog March 3, 2023

Analyzing Alex Murdaugh’s Body Language

Alex Murdaugh's Body LanguageThe Alex Murdaugh trial has garnered much attention in recent days, and for good reason: a public figure with a lot of money is tried and convicted of a vicious crime. As with many criminal trials in popular culture, the demeanor of the defendant has received a lot of attention.

In this brief blog, I’d like to discuss a little bit about how reading people and the analysis of body language can help get greater insights into the minds of others. At the same time, I’d like to discuss some of the trials and tribulations of doing so without a solid empirical and experiential basis.

First of all, we should acknowledge the context within which we are observing behavior, which is a trial of a public figure that is being televised. In such a trial, questions and responses are often practiced and polished before they are raised in the court.

Oftentimes the questions that are asked are fixed and those asking questions don’t have the freedom or the luxury to go wherever they want to, as in a free-flowing investigative interview.

The astute observer should realize that reading behavioral indicators of mental states is clouded by such circumstances. That is very different than a spontaneous investigative interview conducted behind closed doors outside of public and television view.

“Anywhere, Anytime”

Many people have commented on the defendant’s verbal answer that he did not kill his wife and son “anywhere, anytime.” (see 0:19 in the video above)

Certainly the use of such language raises doubt about the veracity of that statement because those adverbs seem to make it appear that the suspect is trying to convince the questioner (or the jury) of the denial.

Yet, one has to temper such interpretations because the suspect was asked whether he killed members of his family several times prior, and one of those times the attorney asking the question (in this case, the defense attorney) actually used those very same words.

Thus, when Murdaugh said those same words, it was difficult to know whether those words came spontaneously from his head or was given to him by the person asking the question. The response was contaminated by the way in which the questions up to that point were asked.

Murdaugh Head Nods

When Alex Murdaugh was asked if he killed his family, he says “No, I did not,” while nodding his head up and down.

When Alex Murdaugh was asked if he killed his family, he says “No, I did not,” while nodding his head up and down.

A body language expert can tell you that means he’s lying. His body gave away the truth while his words lied. #MurdaughTrial #Liar #AlexMurdaugh pic.twitter.com/ZYGi5EsIvS

— The Truth ⚖ (@pattykazUSA) February 24, 2023

In that same response, Murdaugh nodded his head several times when making the denial. Many people will be quick to suggest that that head nod was clearly contrary to the denial, using the head nod as a sign of deception (nodding yes while denying).

But hold on; Murdaugh nods his head almost continuously at times, even when not being asked a question or even speaking. That behavior may be a residual effect of a drug addiction.

Yes, although he is likely clean during this testimony, such behavioral effects (e.g., tremors, fidgeting, twitching, tics, etc.) can continue in individuals who have been afflicted with drugs even when they are clean. Thus, jumping on such single instances of behavior and drawing definitive conclusions is difficult and should be done with caution.

Compounding this issue is that head nods are also used to illustrate or animate speech, and not just as signs of verbal “yes” or agreement. Could Murdaugh have been nodding when denying as an emphasis of his denial rather than a contradiction?

This is the differential that I believe a cautious behavioral analyst should engage in.

Cross-Examination of Murdaugh

In fact, later when the DA was cross-examining Murdaugh, he gave a similar denial with the multiple head nods, which was a similar communication package as that described immediately above.

The problem with this other instance, however, was that the DA asked if Murdaugh had “annihilated” his family; thus, Murdaugh’s head nods could be an emphasis of his denial given the explosive nature of the word in the question itself.

Compounding all of this further were the vehement and somewhat emotional ways questions were addressed to Murdaugh by both his attorney and the DA. When interpreting behaviors associated with responses in such situations, it becomes very difficult to separate the behavioral signs of mental states related to his own state of mind and its contents and his reactions to the emotional ways in which the questions were being delivered.

Would Murdaugh have produced a different package of behavior with the denial if he were asked calmly or with less vocal intensity? Probably so.

Thus, attempts to analyze the situations above, and others like it, are difficult and sometimes futile because they are somewhat contaminated by context and the demeanor of the questioners themselves.

As a result, we have to look elsewhere in his testimony for demeanor that is clearer and can clean up some of these differentials in interpretation. In fact, those existed. (Can you find them?)

My point is this blog is that sometimes reading people and using behavioral indicators of mental states are not as easy as some portray. By the way, in our workshops, we provide the kind of textured and nuanced way of reading people that is especially effective for interviewers.

The post Analyzing Alex Murdaugh’s Body Language first appeared on Humintell.

Filed Under: Deception, Nonverbal Behavior

The Humintell Blog August 24, 2022

Mental Health and Deception Detection

Are we confusing cues of low credibility with atypical behavior of people with mental health issues?

Re-published with permission from Evidentia University.

Friends of the Nonverbal Communication Blog, this week we present the paper “Atypical behaviors found in some mental health conditions negatively affect judgements of deception and credibility” by Lim, A.; Young, R. L. and Brewer, N. (2022), in which authors carry out a study to examine some visible behaviors that we associate with an unbelievable speech, but also, are behaviors that people with some mental conditions can present.


There is a general belief that what people say does not matter as much as their behavior when they say it, since it could indicate guilt, deception, regret, etc.

In a 2006 study, 58 participants were asked when they knew someone was lying. The most common answers were: when there is an aversion to the gaze, incoherence, exaggerated body movements, certain facial expressions…

Only one of the elements was related to the content of the message: the inconsistency. Which leads us to think that we focus much more on non-verbal elements than on verbal ones, an idea consistent with numerous previous studies on the subject.

While the use of unreliable cues in lie detection is concerning in itself, it is likely to be problematic for people who have a disability or mental health condition as well.

For example, some people with social anxiety and social communication disorders have difficulty maintaining eye contact, which, rather than being a guilt avoidance mechanism, is more related to fear of social interaction.

On the other hand, repetitive body movements may be behaviors of people with neuro-developmental disorders or autism spectrum disorders.

However, to an observer who doesn’t know much about the subject, these behaviors can be misinterpreted as signs of nervousness or guilt.


Another indicator of trustworthiness is emotional expressions.

For example, there are studies that show that, in a trial, both victims and defendants are perceived as more credible when they show negative emotions (such as crying) rather than neutral (flat affect) or positive emotions (smiles).

Despite the fact that many studies have pointed out that it is necessary to pay attention to verbal signals especially, the stereotype that the most important are the non-verbal ones is very widespread, even for professionals such as police or judges.

This can be explained by attribution theory, which is based on the premise that individuals inherently seek to understand and explain observed behaviors, thus attributing a cause to the behavior.


In another study, authors examine the effect of four cues commonly associated with lying: gaze aversion, repetitive body movements, monologues, and flat affect. These behaviors are selected because they are associated with lying and also because they often appear in people with mental health problems.

It was hypothesized that individuals displaying these behaviors would be perceived as more liars and less credible. The total sample was a total of 392 people of legal age, gathered through online tools.

They were shown a video of a game, in which one person had to choose whether or not to steal a small amount of money and then convince another person that they had or had not. If they got away with it, they got $50; if not, only $10. The people in these videos were professional actors with a standardized script.

Results revealed significant effects of repetitive body movements and monologues on perceived deception, and significant effects of flat affect on credibility. It is important, as it could have important practical indications for people who often show these behaviors, for example, people with schizophrenia or mood disorders, people with neuro-developmental disorders, autism spectrum, among others.

However, contrary to expectations, and also contrary to previous studies, gaze aversion did not have a significant effect on judgments of deception or credibility. It is possible that this happened because in this study this trait was studied individually, while in most studies it is interpreted within a context or accompanied by other behaviors that can give strength to the “lie effect”.

One limitation of the study is that it was not conducted with people with mental health conditions, so authors recommend the direct participation of these populations.


If you want to know more about nonverbal behavior and how it influences our personal relationships, visit our Nonverbal Communication Certificate, a 100% online program certificated by the Heritage University (Washington) with special discounts for readers of the Nonverbal Communication Blog.

The post Mental Health and Deception Detection first appeared on Humintell.

Filed Under: Deception

The Humintell Blog November 15, 2021

8 CREDIBLE Steps To Become A Successful Interviewer

Written by Humintell Affiliate Jay Abiona of Credible Security Solutions

Have you ever conducted an interview and were unsure if the individual was being 100% honest? If so, then this article is for you!

We all know that the largest cost in any business is usually payroll. In order to have loyal, hardworking and HONEST team members, you need to hire appropriately.

As a business owner, we have an obligation to our clients to ensure the highest levels of integrity and that all starts with our team and who we hire.

This article will assist you with hiring the ‘right’ candidate within your business by providing you tips on how to truly conduct a successful interview.

According to Statistic Brain, $50 billion is stolen annually from U.S. Businesses by their employees. That is almost equivalent to $137 million a day that comes right off the bottom line from all companies combined throughout the nation. This is a staggering amount, which can be blamed on our economy, a company’s culture, their screening process and I personally know it can be seen & prevented during the hiring process. Mainly in the first INTERVIEW and I want to show you how.

There have been dishonest people throughout the world for thousands of years and obviously this will continue but the question is not one’s level of integrity but why are we hiring someone who is being dishonest during the interview?

Since, I am sure no one would knowingly hire someone who was being deceptive during an interview; I could only assume it is because the interviewer is not aware of the non-verbal modes of communication that occur during EVERY conversation.

I am going to cover eight (8) CREDIBLE steps that will assist you within the hiring process, making your interviews more effective, which in turn will help you make a better decision when attempting to hire the ‘right’ person for the job.

1.    CONDUCT A THOROUGH REVIEW OF THE RESUME:

According to the Society of Human Resource managers, 53% of people lie on their resume. So, that means more than half of the people you interview will have inaccurate information on their resume/application.

When reviewing a resume, you should be aware of time gaps, numerous employers, education level and experience in the position they are applying for.

If you are reviewing an application, you should pay close attention to the reasons they left their previous employer/s, criminal convictions and missing names/numbers of previous employers. This is the information you will use to base some of your questioning during an actual interview.


2.   REVIEW THE REFERENCES:

Now, some businesses will not give you any information regarding an applicant and may have you contact their corporate office.

However, it doesn’t hurt to try and who knows, you may get some very insightful information that you could use in your interview.

So, please ensure you are taking notes while conducting your reference checks and use these notes as a guide with regards to their previous employers, education and additional skills they CLAIM to have on their resume or application.


3.    ELIMINATE INTERRUPTIONS:

You can do this by placing a ‘DO NOT DISTURB’ sign on the door, turning off your mobile phone, asking them to turn their phone off and/or unplugging any landline phones in the interviewing area.

Then remove the barrier that most interviewers have when conducting an interview. You know the barrier I’m referring to.

Come out from behind your desk and place two chairs facing one another in the middle of the room with nothing in between them. Now, you the interviewer should be sitting in a rolling chair, preferably one with a backrest and armrests. The interviewee should be sitting in a stationary chair with a backrest but without wheels and preferably without armrests.

This will help you read their body language during the interview and since their chair will not have wheels, they will not be able to roll their chair & release nervous energy.


4.    DON’T ASK CLOSED ENDED QUESTIONS:

You should be doing 20% of the talking as they should be doing 80% of the talking, which can be accomplished by asking open ended questions.

For instance, “Tell me about a time you were terminated by one of your previous employers.” as opposed to “Have you ever been terminated by one of your previous employers?” The first question is open and will cause the guilty party to think more about the answer, which in turn may cause non-verbal modes of communication or body language markers of discomfort.

This can help you identify the dishonest candidate and actually motivate them to be honest about their previous performance issues as well as why they were terminated. We will talk more about that in step # 5.

The latter of the two questions is closed and could be easily answered with a simple ‘no’, whether they were or were not terminated in the past.


5.    INTENSIVE LISTENING:

An honest person will usually speak with confidence and in a timely manner to the question being asked. Using the example above, an honest person after hearing the question “Tell me about a time you were terminated by one of your previous employers.” will quickly reply; “I’ve never been terminated!” if they in fact have not been.

However, the dishonest candidate may pause and take a moment to think before answering that question because of how it was asked. Since a simple yes or no doesn’t suffice, they will need to think more about the actual time they WERE terminated! That pause in answering can mean a few things such as them thinking about, which job of the many they may have been terminated from or they may be deciding whether or not to be honest with you (Internal Dialogue).

That is when your rolling chair comes into play and is used to move in just a bit closer and with a soft spoken tone of voice say something like: “Hey, we’re both human and we all make mistakes and bad decisions sometimes. What happened?, Why were you terminated?” This rationalization is how you can motivate them to be more honest with regards to answering that question. This technique can be used with other open ended questions as well.


6.   BE AWARE OF THE NON-VERBAL CLUES:

Please keep in mind when reading body language, the markers or ‘tells’ mentioned below must come in clusters and be timely with the questions asked.

Just observing one or two of the body language markers mentioned below does NOT mean the candidate is being deceptive. These behaviors are usually associated with individuals who are nervous in general and that would be a normal reaction during an interview. However, we all know that a person being deceptive will most likely be nervous as well.

So, be mindful of the following body language markers or ‘tells’:

  • Tone of voice
  • Eye contact/movement
  • Red/flush/blotchy skin
  • Body alignment
  • Hesitation with answers
  • Breathing pace
  • Open or closed body language
  • Avoiding questions
  • Position of legs/feet
  • Look for unusual reactions
  • Dramatic changes in body position
  • Negative tone on specific questions
  • Wringing of hands/repeated rubbing or scratching

Once again, please keep in mind when reading body language, the aforementioned markers or ‘tells’ must come in clusters and be timely with the questions asked.

Just observing one or two of the body language markers above does NOT mean the candidate in being deceptive. You are merely evaluating comfort levels to the questions being asked.

To learn more about body language markers, feel free to click on or search #ClipWithATip now.


7.    LOOK FOR FACIAL MICRO-EXPRESSIONS:

Seven Universal Facial Expressions of Emotion (Humintell)Another body language marker to pay close attention to are the facial micro-expressions that happen sometimes in a fifth of a second, which can help you determine what emotion they are truly feeling at the very moment the question was asked.

The Seven Basic Emotions are 1. Anger, 2. Contempt, 3. Disgust, 4. Fear, 5. Happiness, 6. Sadness 7. Surprise.

These emotions have been scientifically proven to have a certain facial expression associated with them, which you can see below in the photos


8.    ENSURE THAT THREE FORMS ARE PROVIDED:

So, you feel this is the person you would like to hire? I would strongly suggest having EVERY potential employee read and sign a background check consent form, credit check consent form as well as a drug test consent form.

Once they are provided with these documents, they have been informed that these extra preventive measures are in place, which may in turn make them reconsider employment if they KNOW you are checking all three areas. If they sign the forms, ensure all three checks are actually completed.


In conclusion, there are numerous tools you can use to ensure you are conducting a successful interview. The eight steps mentioned above are a few of the basics needed in order to become a successful interviewer and assist you within the hiring process.

If you truly want to master the art of interviewing, then you should NOT miss my presentation entitled “Interviews For Success: An insiders approach to reading body language.”, where I discuss open ended questions, facial micro-expressions and how to read body language effectively.

The post 8 CREDIBLE Steps To Become A Successful Interviewer first appeared on Humintell.

Filed Under: Deception, Emotion, Nonverbal Behavior

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