Most of us have had an occasion to use an interpreter when conducting an interview and typically end up using a co worker or a relative. The question of objectivity arises and we’re left wondering how much of the story was that of the witness, and how much was the interpreters.

Here are a few tips from the police world on how we might get a little more value out of the process:

• Tape record the conversations as it may serve as an incentive for the interpreter to make an accurate translation. Tell the interpreter that an external person fluent in their language will be reviewing the tape recording for accuracy.
• Have the witness sit directly in from of you about four feet away. Have the interpreter sit two to three feet off to your side. This seating arrangement allows you to transmit a feeling of trust, openness and interest and invites the witness to talk to you versus the interrupter. The exception being for a hearing impaired person where the above positions would be reversed, so as to allow good visual contact between the witness and the interpreter.
• Put some of your key questions in writing and provide them to the interpreter ahead of time so they can prepare themselves and if necessary clarify the meaning of certain words. For example the word “horseplay” may suffer in translation.
• Introduce yourself but not the translator. This is to create the impression with the witness that translator is an uninvolved party to the conversation.
• Look at the witness when asking questions and in turn most people will address their replies to you rather than the interpreter. If this does happen, immediately interrupt the witness and have them direct their responses to you.
• Begin the interview with non threatening questions such as the spelling of their names, length of time in the department, their jobs etc. The purpose of these questions is to establish a communication pattern between all the parties. As well as building rapport with the witness, it will also allow you establish a base line of behaviour including eye contact, communication skills, vocabulary, comprehension and to some extent intelligence.
• Note the witnesses’ demeanor in these first moments. Are they composed, confident and interested or did they appear aloof, detached, preoccupied or angry? None of these are a sign of guilt or innocence, however if the interview dynamics change as you move through the interview it can be very revealing.

Summarized from “Investigation Tips” published by John E Reid & Associates. www.reid.com

The subject of discipline always comes up during my training sessions and it results in a lively discussion that I end up having to cut off. Many, in fact, too many organizations admit that the lack of a uniform discipline program is negatively impacting their health and safety program; however, they feel powerless to change things because of the tight labour market.

Here's an article I came across from the University of British Columbia on the issue. It does a good job of covering the investigation and interviewing processes.

To view article. . .