Preventing Torture An Operational Guide for National Human Rights Institutions Working with an interpreter The interview should be conducted in the language that the interviewee finds most comfortable and with an interviewer who is fluent in that language. If this not possible, you may need to arrange for an interpreter to be present. Interpreting is a difficult job and simply having knowledge of both languages may not be sufficient. In some situations, it might be difficult to find an interpreter who is seen as impartial. The interviewer should discuss the situation with the interviewee to find out if there are any reasons that would make a particular interpreter unsuitable. Preparation for the interview is important and the interviewer should explain the ground rules to the interpreter in private, before the interview commences. This can also be an opportunity to go through the proposed list of interview questions. Interpreters must be reminded that all information discussed during the interview is strictly confidential. Interviewers should remember to speak directly to, and listen to, the interviewee, as there can often be a tendency to talk “through” the interpreter. A great deal can be learned by observing the interviewee, even if you do not understand the language. It is also important to frame questions in the second person, rather than the third person, when speaking through an interpreter (for example, “What did you do?” rather than “What happened to him next?”). It can also be useful to prepare a code of practice for interpreters. This is not only useful for the work of the interviewer and the interpreter; it can also help the interviewee to better understand the role and responsibilities of the interpreter. Further, the code of practice could be signed by the interpreter and a copy given to the interviewee in a language s/he understands. In places of detention, this issue of confidentiality is even more important in building a relationship of trust with the detainee. Accordingly, prison officers, other prison staff and other detainees should not be used for interpretation. Taking notes A thorough record of the interview should be kept and, at the very least, notes need to be taken. The notes should be in direct speech and use the exact words of the interviewee to the greatest possible extent. Confirm with the interviewee that the information recorded is accurate. This does not mean reading the entire notes of the interview; only those parts where there may be some uncertainty. Tape recording the interview presents serious security concerns that should be closely considered. If security conditions permit, tape recording may be better than written notes as it provides a word-for-word record of the whole interview. However, transcribing the interview afterwards can be time-consuming and, therefore, it might be sufficient to transcribe only the most relevant sections of the interview. Taking notes or taping the interview should always be agreed with the interviewee at the start of the interview. When conducting interviews in places of detention, the use of an audio tape may present an unacceptable level of risk to the interviewee. Even if the interviewee does agree to the interview being taped, s/he may not be as open and forthcoming as might otherwise have been the case. It is better to have a full and frank interview, taking written notes, than a limited interview that is taped. If an interviewee chooses not to be taped at the beginning of the interview, it is always possible to ask later on in the interview, when s/he is feeling more settled, whether it is possible to tape the remainder of the interview. Alternatively, an interviewee might be prepared to speak briefly on tape at the conclusion of an untaped interview. When taping interviews, appropriate technical preparation should be taken, such as checking batteries, ensuring there are sufficient blank tapes and testing the equipment. Even if an interview is being taped, written notes should also be taken. 48 | Chapter 5: Interviewing