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Value-based interviewing (VBI) has been in use across the NSPCC since 2005 having received an endorsement from Sir Michael Bichard in his 2005 Inquiry Progress Report 1 .
VBI has been subject to both qualitative and quantitative evaluation within the NSPCC and has been proven to predict candidates’ behaviours on the job 2 . Over the past 18 months, VBI has become an integral part of recruitment and selection for all jobs involving contact with children at the NSPCC.
VBI has also been trialled with two external organisations to test the hypothesis that the VBI model could be applied in, and would add value to, a similar setting where people worked with and for children. The results surpassed expectations, VBI continued to demonstrate how it:
The VBI method builds on good recruitment and safeguarding practice. It is not a substitute for good pre-employment checks or sound general recruitment. It is an important added value tool, but not the whole toolbox of safeguarding in recruitment. It relies on an organisational commitment to high standards of safer recruitment and staff training from the top and a culture where children’s safety and wellbeing are paramount.
VBI aims to help organisations that work with children to recruit the most suitable people to deliver this work. It does this by assessing the values, motives and attitudes of those who apply for jobs in organisations which work with and for children. VBI is complementary to other selection processes but it is undertaken separately from any technical panel interview. It focuses on “how” and “why” an applicant makes choices in work and seeks to explore reasons for their behaviour.
The objectives of introducing VBI into an organisation:
VBI is proven to significantly reduce or eliminate the so-called “gut feel” through the use of value-behaviour based criteria 2 . Managers who use VBI have more in-depth information on which to make decisions about candidates’ suitability. It provides managers with a true understanding of and insight into candidates’ values and behaviours and how they are aligned with those of the organisation.
The resultant appointments make an ongoing contribution to ensuring a demonstrable commitment to, and reinforcement of, the values and behaviours which help create a safer environment in child-centred organisations. It helps to select candidates who have positive safeguarding attitudes and values, and who are therefore likely to be more effective in identifying and addressing safeguarding issues at work.
Value Based Interviewing (VBI) is a two-day NSPCC training course for individuals responsible for conducting recruitment interviews of staff and/or volunteers that work with children.
VBI effectiveness is dependent on a number of organisational and cultural factors that must be explored prior to the VBI training being delivered. The training should be based on clear, well defined and agreed organisational values and behaviours with VBI questions tailored to a specific organisation and job type.
Our training is ideal for a group of experienced interviewers who regularly recruit staff or volunteers to work with children. The course is designed for a maximum of 8 participants and takes place over 2 consecutive days. The course is delivered by 2 trainers.
The course consists of half a day of introduction and reflection exercises and one and a half days of practical tasks: videos, simulation interviews, group and individual feedback sessions with some pre-course work involved.
Our trainers provide continuous facilitation of both exercises and discussions and introduce participants to best practice interviewing using your organisation’s core values. Participants’ performance on the course is assessed by the trainers at the end.
By the end of the course participants should be able to:
VBI is only one element of Safer Recruitment and must never be used in isolation from other recruitment methods in making recruitment decisions. VBI interviews are held separately from standard panel interviews by two VBI trained interviewers. This interview should never be done by one interviewer and ideally should not have more than two.
Prior to attending VBI interviews, candidates should receive information about the interview and what to expect from it along with a description of organisational values and behaviours.
All trained value based interviewers must only use agreed VBI questions chosen from the VBI question bank in advance of the interview - four to five questions, which normally should take 45 to 60 minutes. Interview rooms should be set up in a more relaxing, less formal style for conducting a VBI.
1. Bichard, M. (2005) The Bichard Inquiry: Final Report. Report by Sir Michael Bichard’s reconvened Inquiry to establish progress on delivering the recommendations made in his original report published on 22 June 2004 (PDF). London: Central Office of Information. [Recommendation 16: Head teachers and school governors to receive training on how to ensure that interviews to appoint staff reflect the importance of safeguarding children (Pages 11-12).]
2. Cleary, K. and Golokoz, V. (2008) NSPCC value based interviewing research: final report 2008. London: NSPCC. [unpublished internal report].
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