Warner Interviewing Skills
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.
Course Duration:
5 hours face to face training.
Course Content:
By the end of this course, you will:
Look at the background to Warner Interviewing and why we should use this method.
Understand the importance of accurate record keeping.
You will have an understanding of the risk factors in recruitment and the need to develop safe working cultures within your organisation.
Suitable for:
This training is suitable for anyone who recruits for those working with children or vulnerable adults.
Ideally you should have a good basic awareness of safeguarding and have relevant knowledge & skills in recruitment and selection.
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.
Course Duration:
5 hours face to face training.
Course Content:
By the end of this course, you will:
Look at the background to Warner Interviewing and why we should use this method.
Understand the importance of accurate record keeping.
You will have an understanding of the risk factors in recruitment and the need to develop safe working cultures within your organisation.
Suitable for:
This training is suitable for anyone who recruits for those working with children or vulnerable adults.
Ideally you should have a good basic awareness of safeguarding and have relevant knowledge & skills in recruitment and selection.
