Milos Rakic

Behaviour & Credibility Analyst

Milos Rakic is a Behaviour & Credibility Analyst specializing in the systematic assessment of human behaviour, credibility, and interpersonal communication. His work focuses on situations in which professionals need to make consequential decisions about people – particularly in HR, structured interviews, personnel selection, leadership, and other high-stakes interactions.

A central question guides his work: How can professionals distinguish meaningful behavioural information from intuition, bias, and assumption? Rather than treating individual gestures, facial expressions, or changes in behaviour as proof of deception, Rakic uses behavioural observation to identify patterns, establish hypotheses, and determine where further questioning and verification are needed.

His professional background combines human resources, behavioural analysis, psychological counselling, coaching, and supervision. He is trained in Facial Behaviour Analysis and works with approaches to nonverbal communication, structured interviewing, credibility assessment, and behavioural pattern recognition. This interdisciplinary perspective allows him to translate behavioural science into practical methods for interviews, personnel decisions, leadership, and professional communication.

Rakic is currently pursuing an MSc in Communication, Behaviour & Credibility Assessment at Manchester Metropolitan University, further developing his expertise in behavioural analysis and evidence-based credibility judgement.

Alongside his analytical work, he works as a psychological counsellor, supervisor, coach, trainer, and speaker. Through workshops, live demonstrations, and professional training, he challenges one of the most persistent assumptions in interpersonal decision-making: that experience automatically makes people good judges of others.

His work advocates a more disciplined approach: observe behaviour, test hypotheses, ask better questions, and make decisions based on evidence rather than intuition alone.