Many people ask the question what is safer recruitment? Safeguarding legislation and guidance says that people who work in organisations delivering services to children, young people or vulnerable adults are key in ensuring the safety of those clients.
Understanding what motivates a person to abuse will help recruiters recognise the potentially significant signs. It stands to reason then that recruitment processes in these organisations must be rigorous enough to prevent unsuitable people having access to these clients.
Using Behavioural Interviewing as a Technique to Protect Vulnerable Clients
Behavioural Interviewing is an additional measure that responsible organisations should use to screen out applicants with inappropriate motivations for wanting to work with vulnerable clients. These informal interviews explore a fuller picture of the individual’s character and attitudes to control, punishment and issues of power and sexuality.
How do Behavioural Interviews Differ from Technical Interviews?
A “technical” interview focuses on skills, experience and knowledge. A Behavioural Interview is less structured with a more informal process carried out by a specifically trained panel. They are designed to gain a fuller picture of the character of the applicant and their suitability for working with vulnerable groups.
Why don’t you try our simple Behavioural Interviewing questionnaire:
Key Learning Points:
– There is no single characteristic or set of characteristics that identify someone as being unsuitable for working with vulnerable people.
– There are a number of behaviours and attitudes that can be meaningfully assessed by a Behavioural Interview and which may indicate someone could be unsuitable for this work .
If you would like some advice on safer recruitment techniques please contact our Safer Recruitment Consultant: