Integrity & Lie Detection Testing
Professional lie detection testing using Voice Stress Analysis to support workplace investigations, employee integrity assessments and specific incident enquiries.
SSC Legacy uses Voice Stress Analysis as a lie detection and investigative tool to identify responses that may require clarification, additional questioning or further investigation.
Voice Stress Analysis helps organisations investigate theft, fraud, misconduct and integrity concerns by identifying responses that may require further questioning, clarification or supporting evidence.
Support investigations into theft, fraud, misconduct, information leaks and other workplace incidents.
Assess responses relating to honesty, trust, security and position-specific integrity requirements.
Identify areas requiring further interviews, corroborating evidence or specialist investigation.
Lie Detection Testing
Voice Stress Analysis, commonly referred to as VSA, is a method used during lie detection testing, integrity assessments and investigative interviews.
During a Voice Stress Analysis test, a trained investigator asks carefully prepared questions relating to a specific incident, allegation, screening requirement or area of concern.
Specialised software assists the investigator in analysing vocal responses and identifying stress patterns that may indicate areas requiring further questioning or clarification.
The lie detection test is conducted in a structured interview format. The person is not connected to sensors, wires or physical attachments.
Voice Stress Analysis is used as a lie detection and investigative tool. However, stress may have several causes and a result should not automatically be treated as conclusive proof that a person has lied or committed misconduct.
The findings should be considered together with interviews, documents, witness statements, physical evidence and other information gathered during the investigation.
Testing Applications
The questioning structure is prepared around the specific incident, allegation, position or integrity risk being assessed.
The Testing Process
Each lie detection and Voice Stress Analysis assessment is planned around the purpose of the enquiry and the information available to the investigator.
The incident, allegation or screening requirement is discussed and the appropriate testing scope is confirmed.
The person is informed about the process, the relevant questions are prepared and the required consent is obtained.
The investigator conducts the lie detection assessment and analyses the person’s verbal responses using Voice Stress Analysis technology.
The organisation receives feedback on the assessment and any areas that may require corroboration or further investigation.
Practical Testing Format
Voice Stress Analysis provides organisations with a structured way to address specific questions during a lie detection test, workplace investigation or employee integrity assessment.
The testing process can help narrow the focus of an enquiry and identify matters that require further supporting evidence.
Important Consideration
Voice Stress Analysis is used for lie detection testing by analysing stress patterns identified during a structured verbal assessment.
However, stress can be caused by anxiety, fear, uncertainty, confusion, embarrassment or concern about the consequences of an investigation. A stressed response should therefore not automatically be interpreted as proof that a person is lying.
Lie detection test findings should be considered together with other available information, including documents, witness statements, access records, financial records, surveillance information and physical evidence.
An employee should not be dismissed solely because of a Voice Stress Analysis or lie detection test result.
Specific Incidents
Voice Stress Analysis can be used as one component of an investigation into a specific workplace incident.
Before testing begins, SSC Legacy reviews the available information and helps define the questions that are directly relevant to the incident.
Depending on the circumstances, lie detection testing may assist an investigation involving:
The outcome may help investigators determine which allegations require further evidence, interviews or specialist investigation.
Employee Screening
Integrity testing may also be considered for positions involving elevated levels of access, authority or organisational risk.
Position-specific screening questions can be prepared around the legitimate integrity and security requirements associated with a role.
This may be relevant for employees or contractors who:
The testing scope should be relevant to the position and conducted with informed consent and appropriate organisational authority.
Recorded Interviews
In certain circumstances, a suitable recorded interview or conversation may be considered for analysis.
The quality, completeness and context of the recording can affect whether it is appropriate for Voice Stress Analysis.
Before accepting a recording, SSC Legacy may need to consider:
Recorded audio is assessed individually, and not every recording will be suitable for analysis.
Suitable For
Lie detection and Voice Stress Analysis services are suitable for organisations requiring structured integrity assessments or investigative support.
Related Services
Voice Stress Analysis is most useful when combined with other evidence-gathering, screening and investigative services.
The combination of interviews, verification checks and supporting evidence provides a stronger basis for organisational decision-making.
Responsible Testing
Lie detection and Voice Stress Analysis testing should be conducted for a clearly defined and legitimate purpose.
The person being assessed should understand the nature of the process, the reason for the assessment and how the findings may be used.
Questions should be relevant to the specific incident, position or authorised screening scope. Testing should not be used to pursue unrelated personal information.
The assessment should form part of a fair and properly managed investigation or screening process. Employers should follow their disciplinary procedures and obtain appropriate labour-law advice where necessary.
Important Scope
SSC Legacy provides lie detection testing and Voice Stress Analysis to support investigations, integrity assessments and informed risk-management decisions.
The assessment does not provide an absolute guarantee that a statement is truthful or deceptive. A person may experience stress for reasons unrelated to dishonesty.
The findings should be treated as one part of the available information and should be corroborated through appropriate investigative methods.
The final employment, disciplinary, security or legal decision remains with the organisation and should be made in accordance with the applicable policies, evidence and legal requirements.
Answers to common questions about lie detection testing, employee integrity assessments and Voice Stress Analysis.
Yes. Voice Stress Analysis is used as a lie detection and integrity-testing method during structured interviews. It helps identify verbal responses that may require clarification, further questioning or corroborating evidence.
A trained investigator asks prepared questions relating to the incident, allegation or screening requirement. The person’s verbal responses are analysed using Voice Stress Analysis technology, and areas requiring further clarification or investigation are identified.
No. A Voice Stress Analysis test may identify stress patterns or responses requiring further examination, but stress can have several causes. The result should be considered together with supporting evidence and should not be treated as conclusive proof on its own.
A Voice Stress Analysis or lie detection result should not be used as the sole basis for dismissal or a finding of misconduct. The result should be considered together with corroborating evidence and a fair disciplinary process.
The person should be informed about the nature and purpose of the lie detection test, and the appropriate consent should be obtained before testing begins.
No. Voice Stress Analysis is conducted through a verbal interview and does not require sensors, wires or physical attachments to be placed on the person.
Yes. It may be used as one component of an investigation into theft, fraud, stock losses, misconduct, information leaks or other specific workplace incidents.
It may be used for appropriate, position-specific integrity or security screening, subject to informed consent, organisational policy and the relevant employment requirements.
Suitable recordings may be considered where the audio quality, circumstances and lawful authority allow. SSC Legacy will first assess whether the recording is appropriate for analysis.
The result may help the investigator identify questions requiring clarification or matters requiring further evidence. It does not automatically establish that the person has lied or committed misconduct.
Yes. Voice Stress Analysis can be combined with employee screening, criminal checks, interviews, surveillance, fraud investigations, open-source enquiries and other evidence-gathering services.
Discuss a workplace incident, employee integrity assessment, position-specific screening test or broader investigative requirement with SSC Legacy.