Safer Recruitment Policy & Guidance April 2024 ( Updated September 2024)
In this section
Scope of the Interview
The panel will:
- Assess the merits of each candidate against the job profile, and explore their suitability to work with children and adults at risk
- Emphasise to the candidate that the identity of the successful candidate will be checked thoroughly. Also, that a Disclosure and Barring Service check will be required as part of the vetting process.
- Record all information considered and decisions made
In addition to assessing and evaluating the applicant’s suitability for the post, the panel should explore:
- The candidate’s attitude towards children or adults at risk;
- Their ability to support the organisation’s agenda for safeguarding and promoting the welfare of children and adults at risk;
- Any gaps in employment, or where the candidate has changed employment or location frequently, and ask candidates to explain this
- Concerns or discrepancies arising from the information provided by the candidate and/or referee;
- Whether the candidate wishes to declare anything relating to the requirement for a Disclosure and Barring Service check.
The interview should also explore issues relating to safeguarding, including:
- Motivation to work with children or adults at risk;
- Ability to form and maintain appropriate relationships and personal boundaries;
- Emotional resilience in working with challenging behaviours;
- Attitudes to use of authority.