Requirements
3.7.1 All employed roles falling within the scope of this code require an interview of shortlisted candidates (even where there is only one applicant).
3.7.3 Interviews must be held with a panel of a least two, one of whom must:
have completed the Church of England Safer Recruitment & People Management training within the last three years
be competent in interviewing
possess the appropriate expertise to assess the candidate’s competence in the role.
3.7.4 Wherever possible, interview panel members must not be closely related to the candidate. If this is unavoidable, the conflict of interest must be declared, and arrangements must be made for an additional person to be present.
3.7.5 All senior safeguarding roles (e.g. Head of Safeguarding, Diocesan Safeguarding Officer, Cathedral Safeguarding Officer or any equivalent role title) or any other employed role where there is a clear designation and responsibility for safeguarding must include a member of the National Safeguarding Team on the panel.
3.7.6 Interviews must explore issues relating to safeguarding and promoting the welfare of children, young people and vulnerable adults through a combination of questions that encompass the church body’s values and expected behaviours, with questions that focus on establishing skills, knowledge, qualifications & previous experience.
3.7.7 Any gaps, anomalies or discrepancies that have been identified in the application documentation during the shortlisting process must be discussed with the candidate during the interview and a satisfactory explanation provided. A record of these discussions must be made on the interview paperwork.
Guidance
3.7.1 – 3.7.5 interviews
Why?
An interview gives the opportunity to investigate an applicant’s motivation for working with children, young people and/or vulnerable adults, as well as explore their past experience of working with the relevant group, which may also reveal any indicators of concern.
It is also another opportunity to reinforce the value that the church body places on their work with children, young people and vulnerable adults and the seriousness with which they take the appointment of those who work with such groups.
How?
Interview candidates should receive:
Confirmation of the interview.
Details of the interview process; and who will be present.
Details of any tasks or additional selection activities to be undertaken as part of the interview process.
Details of any documentation they must provide e.g. proof of qualification(s), proof of identity in accordance with Right to Work in the UK requirements.
It is best practice to hold interviews face to face. Exceptions to this might be an applicant from outside the UK whose initial interview may be conducted virtually or where Government/Legal restrictions have been introduced e.g. due to a national emergency such as COVID19.
Selection Methods
As well as interviews and depending on the role, the decision-making process can sometimes be enhanced by using additional selection methods e.g. tasking the candidate with a presentation, observing the candidate working with a particular group.
3.7.6 Interview questions
Questions asked during the interview should explore the candidate’s:
Skills, abilities and motivation to work with the relevant group
Experience with the particular group
Ability to form and maintain appropriate relationships and personal boundaries
Reasons for moving on from previous work with the relevant group (if applicable)
Understanding of relevant safeguarding issues and good practice.
You could also explore:
Emotional resilience in working with challenging behaviour
Attitudes to use of authority and maintaining discipline.
These areas should be explored using competency-based questions, for example, asking for examples from the candidate’s experience (“tell us about a time…”), asking for responses to a variety of scenarios, probing the answers given (“how…?”).
The interview should also provide the opportunity:
to assess any training and support needs the candidate may have
to allow the candidate to ask any questions they may have about the role.
3.7.7 Gaps, Anomalies & Discrepancies
The interview is an ideal place to address any gaps or discrepancies that have been identified in the application so far. It is recognised that such conversations can be challenging and uncomfortable but they are vital for ensuring nothing is left to chance. Candidates should understand that such anomalies are queried and there is a need for as much clarity as possible.