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identify safeguarding as a top priority. It should also set out any safeguarding responsibilities that the individual may have. The role description can also be used as a point of reference on an ongoing basis for both the organisation and individual. It can also be used as a tool for support and supervision and can aid discussions around performance or responsibilities when needed.
Interviews
Where an individual will be working with vulnerable groups it will be necessary to arrange a face to face interview to assess the applicant’s suitability, using the criteria set out in the job description. There should usually be a minimum of two members on an interview panel. It is useful to prepare a list of questions that will be put to all candidates based on the job description. The answers given to these questions will lead to other questions speci c to each candidate. Asking open questions which invite a longer response is useful e.g. “Tell me about...” or “Give an example of...”. The interview will help give you insight into the applicant’s attitude towards the bene ciaries that they might be working with. You may need to have a sensitive discussion about any information
that the applicant has provided which is unclear or which raises questions or suspicions e.g. inability to provide references, unexplained gaps in their employment history.
References
Asking individuals, including volunteers, for two references as part of the recruitment process is now standard practice where they will be working with vulnerable groups. This should normally include one from the individual’s current or most recent employer. References are useful because they provide an independent perspective of an individual’s skills, reliability and attitude. They can con rm rst impressions or highlight what further information may be needed before offering an applicant a role. The reference should be signed by the person giving the reference.
Support and supervision
All employees and volunteers need support and supervision, the form it
takes will depend upon the role in question and the individual. Buddying and volunteer meetings can be useful. Whatever approach an organisation takes, it is important to ensure that there is a way for individuals to raise problems and concerns at any time.
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