|
IV. The Interrogator A number of studies of interrogation discuss qualities said to be desirable in an interrogator. The list seems almost endless - a professional manner, forcefulness, understanding and sympathy, breadth of general knowledge, area knowledge, "a practical knowledge of psychology", skill in the tricks of the trade, alertness, perseverance, integrity, discretion, patience, a high I.Q., extensive experience, flexibility, etc., etc. Some texts even discuss the interrogator's manners and grooming, and one prescribed the traits considered desirable in his secretary. A repetition of this catalogue would serve no purpose here, especially because almost all of the characteristics mentioned are also desirable in case officers, agents, policemen, salesmen, lumberjacks, and everybody else. The search of the pertinent scientific literature disclosed no reports of studies based on common denominator traits of successful interrogators or any other controlled inquiries that would invest these lists with any objective validity. Perhaps the four qualifications of chief importance to the interrogator are (1) enough operational training and experience to permit quack recognition of leads; (2) real familiarity with the language to be used; (3) extensive background knowledge about the interrogatee's native country (and intelligence service, if employed by one); and (4) a genuine understanding of the source as a person. [approx. 1/2 line deleted] stations, and even a few bases can call upon one or several interrogators to supply these prerequisites, individually or as a team. Whenever a number of interrogators is available, the percentage of successes is increased by careful matching of questioners and sources and by ensuring that rigid prescheduling does not prevent such matching. Of the four traits listed, a genuine insight into the source's character and motives is perhaps most important but least common. Later portions of this manual explore this topic in more detail. One general observation is introduced now, however, because it is considered basic to the establishment of rapport, upon which the success of non-coercive interrogation depends. The interrogator should remember that he and the interrogatee are often working at cross-purposes not because the interrogates is malevolently withholding or misleading but simply because what he wants front the situation is not what the interrogator wants. The interrogator's goal is to obtain useful information -- facts about which the interrogatee presumably have acquired information. But at the outset of the interrogation, and perhaps for a long time afterwards, the person being questioned is not greatly concerned with communicating his body of specialized information to his questioner; he is concerned with putting his best foot forward. The question uppermost in his mind, at the beginning, is not likely to be "How can I help PBPRIME?" but rather "What sort of impression am I making?" and, almost immediately thereafter, "What is going to happen to me now?" (An exception is the penetration agent or provocateur sent to a KUBARK field installation after training in withstanding interrogation. Such an agent may feel confident enough not to be gravely concerned about himself. His primary interest, from the beginning, may be the acquisition of information about the interrogator and his service.) This is not to say that egotistic types should be allowed to bask at length in the warmth of individual recognition. But it is important to assuage the fear of denigration which afflicts many people when first interrogated by making it clear that the individuality of the interrogatee is recognized. With this common understanding established, the interrogation can move on to impersonal matters and will not later be thwarted or interrupted --
or at least not as often -- by irrelevant answers designed not to provide facts but to prove that the interrogatee is a respectable member of the human race. In brief, the interrogator is likelier to overestimate his ability to judge others than to underestimate it, especially if he has had little or no training in modern psychology. It follows that errors in assessment and in handling are likelier to result from snap judgments based upon the assumption of innate skill in judging others than from holding such judgments in abeyance until enough facts are known.
|