Warner Interviewing Skills
We have trained schools, recruitment agencies, councils and children's homes. Click here to see what others have said about this training.
Abuse cases that have come to light clearly demonstrate that when determining the necessary elements of a vetting, screening and selection process for any position (voluntary or paid), the widest possible consideration should be given to the potential risks to children and adults at risk of harm.
Warner Interviewing came out from the report titled Choosing with Care presented by Norman Warner and his team in 1992 after child abuse issues in Local Authority care homes. In Chapter 4 (items 4.1 and 4.37), recommendation 15 he highlighted the need for an informal preliminary interview to find out a fuller picture of the individuals character and attitudes.
As with Safer Recruitment the key message is the importance of a multi-layered recruitment process. Warner interviews require recruiters to probe candidates about their personal life, attitudes and motivations, in order to establish a fuller picture of the character of the applicant and especially their suitability to work with children and adults at risk of harm.
Who should attend?
What will the session involve?
You will be given background information and then a chance to carry out your own warner style interviews with the other participants.
What will you gain from it?
1. the knowledge and skills to enable you to Warner interview prospective candidates.
2. This course is not accredited but you will also receive a certificate of attendance which can be used towards your cpd.
How much will it cost?
As a rough idea of costs for a standard 5 hour training session you would be expected to pay around £190.00 plus travel time and mileage. If the travel time exceeds 2.5 hours each way then the quote would need to include an overnight stay. These costs are per session. Ideally there should be 9 attendees to get the best out of the day, or a number that can be dividable by 3 in order for the interview role play to work.
Abuse cases that have come to light clearly demonstrate that when determining the necessary elements of a vetting, screening and selection process for any position (voluntary or paid), the widest possible consideration should be given to the potential risks to children and adults at risk of harm.
Warner Interviewing came out from the report titled Choosing with Care presented by Norman Warner and his team in 1992 after child abuse issues in Local Authority care homes. In Chapter 4 (items 4.1 and 4.37), recommendation 15 he highlighted the need for an informal preliminary interview to find out a fuller picture of the individuals character and attitudes.
As with Safer Recruitment the key message is the importance of a multi-layered recruitment process. Warner interviews require recruiters to probe candidates about their personal life, attitudes and motivations, in order to establish a fuller picture of the character of the applicant and especially their suitability to work with children and adults at risk of harm.
Who should attend?
- People who have direct experience of recruiting staff and volunteers who will be working with children or adults at risk of harm.
- Ideally they should have a good basic awareness of safeguarding and have relevant knowledge & skills in recruitment and selection.
What will the session involve?
You will be given background information and then a chance to carry out your own warner style interviews with the other participants.
What will you gain from it?
1. the knowledge and skills to enable you to Warner interview prospective candidates.
2. This course is not accredited but you will also receive a certificate of attendance which can be used towards your cpd.
How much will it cost?
As a rough idea of costs for a standard 5 hour training session you would be expected to pay around £190.00 plus travel time and mileage. If the travel time exceeds 2.5 hours each way then the quote would need to include an overnight stay. These costs are per session. Ideally there should be 9 attendees to get the best out of the day, or a number that can be dividable by 3 in order for the interview role play to work.
