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Behavioural Interviewing in Safeguarding

Research into Behavioural (Personal) Interviewing in Safeguarding is mainly based on enquiries into the abuse of children where the system has failed to protect them. Over time, the learning and changes to operational practice have been applied to adults who are also vulnerable to abuse.

Using Personal Interviewing techniques will mean that you can create a safer working environment for vulnerable clients and will help you to understand and address safeguarding issues.

The Relationship Between a Client and a Worker

Clients experience personal significance with the worker who focuses on them as an individual and who is likely to have access to personal information about them. The client may be legitimately encouraged to share information and form a bond which is unique to that setting. All these features are intended to be used in the client’s best interest.

Personal Interviews (PIs) and Safeguarding

The potential damage that can be caused to vulnerable clients by an inappropriate appointment is considerable. The PI attempts to provide in-depth information about a candidate. It is a more informal process than a traditional interview.

How is a Personal Interview Carried out?

Carried out by a specially trained panel it is designed to gain a fuller picture of the character of the applicant and their suitability for working with vulnerable groups by identifying behaviours and attitudes which may indicate that someone may be unsuitable for employment with vulnerable client groups.

Selecting candidates with positive safeguarding attitudes and values and who are, therefore, more likely to be effective in identifying and addressing safeguarding issues at work is key in creating a safer environment for vulnerable clients.

Key Learning Point

– The vast majority of workers manage the client relationship in an ethical and constructive way.

-There is the potential for the opposite to occur where those same characteristics are used in an abusive way.

– The disparity of power and vulnerability heightens the need for effective risk control at the point of selecting staff and volunteers.

If you would like to know how PIs can be used as an effective way in which an organisation may deliver safer recruitment of employees working with vulnerable people.  Please contact our HR specialist.

Contact our HR Specialist

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About Alison Driver

Alison Driver
Alison Driver is a professionally qualified HR specialist with over 25 years experience who works with businesses to help solve people related issues.Read more about Alison >>

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