Child Safeguarding and Protection Service

Recruitment & Training of Volunteers

GENERAL PRINCIPLES

‘Safe practice starts with safe recruitment procedures’. Most people who apply to work with children and young people in the Church are well-motivated and potentially suitable for the various tasks involved. It is most important, however, that all reasonable steps are taken to ensure that this is, in fact, the case. As well as enhancing the prospects of identifying the best person for the post, rigorous recruitment procedures can act as a deterrent to unsuitable applicants.

Some of the principles which enhance the safety of recruitment include:

  • Always applying thorough selection procedures regardless of who the applicant is and whether the position is full-time, part-time, permanent, paid or voluntary.
  • Judging the suitability of applicants across a broad range of criteria, through interview.
  • Ensuring that interviews are conducted by more than one person and that at least one of those interviewing has established competence in interviewing and selection for posts involving work with children.
  • Taking all reasonable steps to exclude unsuitable candidates by insisting on and verifying references, qualification and previous records of employment.

KEY ISSUES IN RECRUITMENT PROCESSES

The safety of recruitment processes can also be enhanced by ensuring that due attention is paid to the following key issues.

  • CLEAR DEFINITION OF ROLE
  • WRITTEN APPLICATION FORM
  • INTERVIEWS
  • DECLARATION FORM
  • REFERENCES
  • GARDA VETTING