Incorporating Safe Sport into your Human Resource Practices
Swimming Canada believes that motivated and competent human resources – whether paid staff or volunteers – are key enablers of Safe Sport across Canada. The below information has been compiled to is provide tools and best practices to use while selecting and screening your team.
The Canadian Centre for Childhood Protection recommends that a job posting states your organization’s commitment to creating a safe environment and indicate that all applicants will be required to complete a thorough screening and interview process.
“[Organization’s Name] is committed to providing a safe environment for all, especially children. All applicants will be thoroughly screened using background checks and a review process.”
CANDIDATE ASSESSMENT AND INTERVIEWS
It is recommended that you use a selection panel of two or more people, rather than a single person, to assess whether candidates are suitable for your role and your organization. In addition to an interview, consider asking candidates to demonstrate their practical skills, either as part of the interview or in a separate session. Be aware that there are certain questions that you can’t ask candidates, such as about their age, their health or their family situation.
Here are some tips on how to add Safe Sport into your interview process.
CLICK HERE: SAFE SPORT INTERVIEWS
Pre-employment screening is the final stage before you take on your new volunteer or employee. It is a critical step for any employer, but all that much more important in a world of safe sport. It includes items such as candidate references and background/police checks.
As part of pre-employment screening, it is strongly recommended that you contact at least two job-related references.
Here are some tips on how to incorporate safe sport into your reference check process.