\n

Important Legal Technicques: Cross-Examining a Lay Witness

Most law firms avoid posting jobs on Indeed or LinkedIn due to high costs. Instead, they publish them on their own websites, bar association pages, and niche legal boards. LawCrossing finds these hidden jobs, giving you access to exclusive opportunities. Sign up now!

updated May 10, 2022

By CEO and Founder - BCG Attorney Search left

Although counsel has no more deadly weapon than cross-examination, if his objectives are not carefully thought out, the course of the interrogation not properly planned, his strategy vis-a-vis the particular witness not determined, and his supporting propositions not well researched, the entire examination may miss its mark. If the lawyer has followed them, he is ready to put his preparation, knowledge, and objectives to the test and cross-examine his first witness.

Order and Duration of Questioning

Most witnesses, whether coached or uncoached, recall events and conversations in chronological order and give their testimony in that sequence. They expect cross- examination to follow the same line. It is an extremely poor tactic to cross-examine in this order, allowing the witness to correlate each event or conversation with the one just before it and simply reiterate the facts testified to on direct examination. Even starting the cross-examination with the last matter covered on direct gives the witness this advantage of continuity and should be avoided.

Cross-examination usually produces the best results when it jumps from one subject to another in complete disregard of chronological order. Counsel may start the examination somewhere in the middle of the sequence of events, proceed to events and conversations occurring earlier, and then jump to later periods of time. This method may well throw the witness's line of thought out of kilter. He may become hesitant in his answers, thus casting doubt on his recollection. His answers may even be different from his testimony on direct examination. If he is confused, he may become annoyed and belligerent. Each of these results benefits the cross- examiner. Perhaps none of these responses will be elicited by jumping around, but it is fairly certain that they will not be brought forth by a chronological cross- examination. Thus, no harm and much good can come from jumbling the order.

When Lengthy Examination Warranted

As a general rule lengthy, meticulous cross-examination on every subject testified to by the witness is not profitable and should be avoided. Exceptional occasions arise, however, when the cross-examiner must go into each incident and event with particularity.

When Client Denies Event Occurred

When the client claims that a particular event or conversation never took place, the cross-examiner must pinpoint the exact day and time of the occurrence alleged by the witness, so that he can produce witnesses or evidence to disprove the adverse testimony. For example, a lawyer probating an estate was accused of stealing $5000. The plaintiff and her sister each testified that, after the death of the plaintiff's husband, they found $5000 in currency secreted in the home; that they went on a certain morning to the lawyers office and turned the money over to him without getting a receipt; and that the lawyer never accounted for the money and denied that he had ever received it.

The cross-examination of each woman was long and minute, covering not only when and how long the women remained in the lawyer's office, but also what had been done, whom they had seen, where they had been both before and after going to the lawyers office, and what each had done the day before and the day after the claimed visit. By insisting on specific answers, defense counsel was able to fix the exact time of the claimed visit as between 11:00 and 11:30 in the morning of a particular day. He was able to establish, by court records, that on that particular morning the accused lawyer had been actively engaged in the trial of a case from 9:30 until well after noon.

Witness Rehearsed

A witness may correctly repeat the substance of a lengthy conversation; however, it is practically impossible to reiterate the exact words claimed to have been used by either party. Nor can a witness describe a complicated incident in the same words used on a prior occasion. This accurate repetition can only result if the witness has memorized his testimony much as an actor learns a part.

If the examiner believes that the testimony given on direct is false and that the witness has been coached to the point where he has learned his testimony by heart, the cross-examiner should call for repetition of each phase of the testimony. In this way he can demonstrate to the jury that the witness's story is rehearsed. In one case, a woman related on direct examination a fairly long conversation with the defendant that included many damaging facts. Defense counsel was convinced that the testimony was fabricated and that the witness had learned it by heart. The cross-examination was conducted two days after the direct, a weekend having intervened. Counsel went over the entire conversation again, though this repeated the damaging testimony to the jurors. In his argument to the jury, counsel maintained that no one could relate such a long conversation and then reiterate it word for word, unless it had been memorized. He contended that the conversation was fabricated, and he read to the jury a lengthy comparison of the testimony given on direct examination and on cross-examination.

Evidence Suppressed

In a few instances the adverse party and his attorney deliberately suppress physical evidence that favors counsel's case. Discovery and revelation of the suppression on cross-examination will go far to discredit the witness who knowingly made no mention of the evidence on direct examination. This requires lengthy and meticulous cross-examination about how long the witness knew of the evidence, why he had not mentioned it, who had instructed him not to refer to it, and so forth. With any luck, such a cross-examination will destroy the opponent's case.

Questioning Habits to Avoid

Many attorneys fall into the habit of repeating the last answer given by the witness as a prelude to asking the next question. This prolongs the cross-examination, is boring, and tends to emphasize a damaging answer. The lawyer should try not to lapse into this repetition. Other attorneys seem to preface each question with the word, "Now." This, too, should be avoided. Often lawyers resort to these habits merely to gain time to think of the next question. It is much better simply to pause or ask the court's indulgence for a minute or two.

Handling Various Types of Witnesses

Slight Differences in Treatment
United States

Although the attorney should maintain a courteous and dignified attitude throughout his examinations, wit nesses differ and he can adopt some nuances of difference in his treatment of them. He must decide what category each witness falls into and what approach he should take, bearing in mind that too marked a difference in attitude may affect the jury adversely.

Fair and Truthful Witnesses

Certain witnesses, men and women, young and old, give forth an aura of honesty and sincerity. They impress the jury as trying to give correct and truthful testimony. Such a witness must be handled with kid gloves on cross-examination. Questioning the honesty of such a witness will only produce an unfavorable view of the examiner in the minds of the jurors.

Know-It-All Witnesses

In a case involving many incidents and conversations, one witness may claim to know everything about the case, to have been present at every occurrence, and to have participated in or overheard every conversation. This person can be most dangerous. To cross-examine him on the details of what he allegedly saw, heard, or said will just allow him to repeat for the benefit of the jury the damaging testimony given on direct examination. Instead, counsel should try to develop, for purposes of argument, the improbability of the witness having been present on every occasion.

Without asking what the witness saw or heard, the examiner can question him on exactly when and where each incident took place and what if anything he was doing there. The questions should mix up the chronology of events out of their proper order. The bias and interest of the witness may also be investigated. An exception to the rule that this witness should not be cross-examined on what he saw or heard arises if another witness on the same side of the case has given testimony directly or inferentially contrary to this witness's story.

Taciturn Witnesses

The antithesis of the garrulous witness is the taciturn witness who answers only in monosyllables, if possible. He may give the impression that he is seeking not to reveal anything injurious to his case. Unless he can be contradicted by his own previous statements or the testimony of other witnesses, counsel may as well ask merely enough questions to demonstrate the witness's reluctance to talk, so that he can justify a contention that the witness may be concealing facts detrimental to the side calling him.

Belligerent Witnesses

If possible he should needle the witness in a quiet manner. The more vociferous and belligerent the witness becomes, the more striking will be the contrast to the quiet and gentlemanly lawyer. The witness's anger itself may convince the jury that he is prejudiced against the examiner and his client.

Vacillating Witnesses

Sometimes counsel is confronted with a witness who is not too sure of the facts about which he is testifying. He thinks he knows but is not certain. The examiner should treat him kindly and lead him along. He can suggest the answer in his favor, asking whether it is possible that the incident occurred in such-and-such a way, rather than the way the witness had testified. The uncertain witness may admit that events happened in a manner favorable to counsel's side.

Flippant Witnesses

An occasional witness gives the impression he thinks that the whole matter is a big joke. He makes wise cracks, smirks, and treats the situation lightly. Counsel can allow him to do so for a short period of time and then bring him to account by a few questions.

Evasive Witnesses

A witness may resort to subterfuges such as stating that he does not remember, that he is not sure, or that even though he was present at an occurrence he did not see or hear anything. He may also attempt to answer a question by asking another question. Counsel should impress on him that he is there to answer questions, not to ask them. The examiner can insist that the witness give definite answers to the questions, and if he persists in his evasions, he should be asked the same question over and over until he is forced to answer it directly.

About Harrison Barnes

No legal recruiter in the United States has placed more attorneys at top law firms across every practice area than Harrison Barnes. His unmatched expertise, industry connections, and proven placement strategies have made him the most influential legal career advisor for attorneys seeking success in Big Law, elite boutiques, mid-sized firms, small firms, firms in the largest and smallest markets, and in over 350 separate practice areas.

A Reach Unlike Any Other Legal Recruiter

Most legal recruiters focus only on placing attorneys in large markets or specific practice areas, but Harrison places attorneys at all levels, in all practice areas, and in all locations—from the most prestigious firms in New York, Los Angeles, and Washington, D.C., to small and mid-sized firms in rural markets. Every week, he successfully places attorneys not only in high-demand practice areas like corporate and litigation but also in niche and less commonly recruited areas such as:

  • Immigration law
  • Workers’ compensation
  • Insurance defense
  • Family law
  • Trusts & estates
  • Municipal law
  • And many more...

This breadth of placements is unheard of in the legal recruiting industry and is a testament to his extraordinary ability to connect attorneys with the right firms, regardless of market size or practice area.

Proven Success at All Levels

With over 25 years of experience, Harrison has successfully placed attorneys at over 1,000 law firms, including:

  • Top Am Law 100 firms such including Sullivan and Cromwell, and almost every AmLaw 100 and AmLaw 200 law firm.
  • Elite boutique firms with specialized practices
  • Mid-sized firms looking to expand their practice areas
  • Growing firms in small and rural markets

He has also placed hundreds of law firm partners and has worked on firm and practice area mergers, helping law firms strategically grow their teams.

Unmatched Commitment to Attorney Success – The Story of BCG Attorney Search

Harrison Barnes is not just the most effective legal recruiter in the country, he is also the founder of BCG Attorney Search, a recruiting powerhouse that has helped thousands of attorneys transform their careers. His vision for BCG goes beyond just job placement; it is built on a mission to provide attorneys with opportunities they would never have access to otherwise. Unlike traditional recruiting firms, BCG Attorney Search operates as a career partner, not just a placement service. The firm’s unparalleled resources, including a team of over 150 employees, enable it to offer customized job searches, direct outreach to firms, and market intelligence that no other legal recruiting service provides. Attorneys working with Harrison and BCG gain access to hidden opportunities, real-time insights on firm hiring trends, and guidance from a team that truly understands the legal market. You can read more about how BCG Attorney Search revolutionizes legal recruiting here: The Story of BCG Attorney Search and What We Do for You.

The Most Trusted Career Advisor for Attorneys

Harrison’s legal career insights are the most widely followed in the profession.

Submit Your Resume to Work with Harrison Barnes

If you are serious about advancing your legal career and want access to the most sought-after law firm opportunities, Harrison Barnes is the most powerful recruiter to have on your side.

Submit your resume today to start working with him: Submit Resume Here.

With an unmatched track record of success, a vast team of over 150 dedicated employees, and a reach into every market and practice area, Harrison Barnes is the recruiter who makes career transformations happen and has the talent and resources behind him to make this happen.

A Relentless Commitment to Attorney Success

Unlike most recruiters who work with only a narrow subset of attorneys, Harrison Barnes works with lawyers at all stages of their careers, from junior associates to senior partners, in every practice area imaginable. His placements are not limited to only those with "elite" credentials—he has helped thousands of attorneys, including those who thought it was impossible to move firms, find their next great opportunity.

Harrison’s work is backed by a team of over 150 professionals who work around the clock to uncover hidden job opportunities at law firms across the country. His team:

  • Finds and creates job openings that aren’t publicly listed, giving attorneys access to exclusive opportunities.
  • Works closely with candidates to ensure their resumes and applications stand out.
  • Provides ongoing guidance and career coaching to help attorneys navigate interviews, negotiations, and transitions successfully.

This level of dedicated support is unmatched in the legal recruiting industry.

A Legal Recruiter Who Changes Lives

Harrison believes that every attorney—no matter their background, law school, or previous experience—has the potential to find success in the right law firm environment. Many attorneys come to him feeling stuck in their careers, underpaid, or unsure of their next steps. Through his unique ability to identify the right opportunities, he helps attorneys transform their careers in ways they never thought possible.

He has worked with:

  • Attorneys making below-market salaries who went on to double or triple their earnings at new firms.
  • Senior attorneys who believed they were “too experienced” to make a move and found better roles with firms eager for their expertise.
  • Attorneys in small or remote markets who assumed they had no options—only to be placed at strong firms they never knew existed.
  • Partners looking for a better platform or more autonomy who successfully transitioned to firms where they could grow their practice.

For attorneys who think their options are limited, Harrison Barnes has proven time and time again that opportunities exist—often in places they never expected.

Submit Your Resume Today – Start Your Career Transformation

If you want to explore new career opportunities, Harrison Barnes and BCG Attorney Search are your best resources. Whether you are looking for a BigLaw position, a boutique firm, or a move to a better work environment, Harrison’s expertise will help you take control of your future.

? Submit Your Resume Here to get started with Harrison Barnes today.

Alternative Summary

Harrison is the founder of BCG Attorney Search and several companies in the legal employment space that collectively gets thousands of attorneys jobs each year. Harrison’s writings about attorney careers and placement attract millions of reads each year. Harrison is widely considered the most successful recruiter in the United States and personally places multiple attorneys most weeks. His articles on legal search and placement are read by attorneys, law students and others millions of times per year.

More about Harrison

About LawCrossing

LawCrossing has received tens of thousands of attorneys jobs and has been the leading legal job board in the United States for almost two decades. LawCrossing helps attorneys dramatically improve their careers by locating every legal job opening in the market. Unlike other job sites, LawCrossing consolidates every job in the legal market and posts jobs regardless of whether or not an employer is paying. LawCrossing takes your legal career seriously and understands the legal profession. For more information, please visit www.LawCrossing.com.
Gain an advantage in your legal job search. LawCrossing uncovers hidden positions that firms post on their own websites and industry-specific job boards—jobs that never appear on Indeed or LinkedIn. Don't miss out. Sign up now!

( 56 votes, average: 4.7 out of 5)

What do you think about this article? Rate it using the stars above and let us know what you think in the comments below.