Audition and Sampling

1) What are some ways that auditors can be sure that the sample sizes will be fair enough to provide a look at internal controls, yet comprehensive enough to detect any irregularities? Is there a way?

2) Let’s say that we have 1500 invoices that need to be reviewed. We will say that 25% of the invoices belong to one client and we are looking to test how effective our revenue reporting procedures are. Would you use statistical or non-statistical sampling and why?

3) Is there a feasible way that employers can help safeguard the use of SSN verification sites and HR data to protect other employees from identity theft?

4) What types of web data have you found helpful in database searches?

5) Think about your general conversations with others in your workplace – colleagues or customers. Have you ever voice inflection and tone to attempt to control a conversation? Do you lean toward someone in an attempt to get more detail? Have you lowered your voice so that the other person will also lower theirs?

6) I would like to hear your thoughts on this. In your current jobs, have you been on either side of this type of a cognitive interview? Do you think it makes people shut down or does is separate the honest individuals from the ‘not so honest’ ones?

7) Are there ways that auditors or investigators can use documentary evidence in an off-book scheme?

8) What precautions need to take place in collecting private residence trash to use as evidence?