Developing a safer workforce – 2 days

Aim:

To raise the awareness and skill of those involved in recruitment of staff and volunteers, develop an understanding of the importance of recruiting in accordance with safer recruitment principles and practice and to develop skills in undertaking such interview processes.

Learning Outcomes:

Participants will be given the opportunity to:

  • Understand historical context that led to safer recruitment becoming an essential component of recruiting staff and volunteers who work with vulnerable children and adults (Warner 1992, Utting1997 and Bichard 2004).
  • Understand recent developments and current legislation and guidance.
  • Consider why and how individuals will seek opportunity to gain employment positions within organisations which provide opportunity for them to access vulnerable people for abusive activity.
  • Consider how sexual abusers will use ‘grooming’ behaviour with their victims, staff and how they may use similar strategies and techniques in the interview process, to ‘cloud’ the judgement of the interviewers in their selection of a suitable appointee.
  • Consider the key components of the recruitment process which help:

(a)  deter unsuitable people from making application to the organization / agency.

(b) identify unsuitable individuals currently employed and working within the organization / agency.

(c) address the behavior of those who have been identified within the authorities disciplinary processes.

  • Understand the importance and purpose of undertaking thorough checks and references on applicants for all posts that involve work with vulnerable people, and to develop skill in sensitively challenging gaps in an individual’s employment history, and addressing issues that are raised in checks and references.
  • Develop skill and confidence in asking sensitive probing ‘screening’ questions, recognising concerning answers that require further exploration and / or cause concern and develop challenge and exploration scripts to address such issues, and record the concerns identified.
  • Review and revise current recruitment and selection, whistle-blowing, induction and disciplinary policies, procedures and practices to ensure staff recruitment is central to the organisation’s processes.