Safe Sport REFERENCE CHECKS
Courtesy of The Canadian Centre for Childhood Protection
Interviews provide a very brief snapshot of a person’s character and work history. Applicants tend to be on their best behaviours and present themselves in a positive light. References who have either worked with or personally known an applicant for some time can provide input and insight into how s/he has behaved (or could potentially behave) in certain situations.
The reference checks should be able to:
- Verify if the information provided by the applicant is accurate
- Identify any weakness in the applicant’s performance history
- Fill in any gaps in the applicant’s employment history
- Highlight the applicant’s previous or current position and identify the applicant’s suitability to be in contact with children or in a position of trust with children
- Capture whether there is any reason why the applicant should not be hired to work with children
Examples of reference questions that incorporate Safe Sport elements:
- Describe this candidate’s experience working with children, youth and/or vulnerable individuals?
- Does this candidate have experience working with children aged from ___ to ___ years?
- What is your view of the candidate’s strengths in working with children, youth and/or vulnerable individuals?
- Do you know of any complaints/allegations made by parents, other staff, or children about the candidate?
- Describe the candidate’s approach to relating with children, youth and/or vulnerable individuals.
- Are there any age groups or particular types of individuals with whom the candidate may not be suitable to work?
- Describe your observations, if any, of the candidate correcting or disciplining a child.
- Describe your observations, if any, of the candidate handling a person who was very angry or lashing out physically.
- In your view, does the candidate use appropriate language and tone of voice with children? Why or why not?
- Have you ever had reason to be concerned about the candidate’s behaviour with children?
- Is the candidate aware of the reporting procedures in relation to a child’s welfare?
- Are you aware of whether or not the candidate angers easily?
- Do you have any concerns about the candidate working alone with children, youth and/or vulnerable individuals?
- Do you know of any reason why the candidate should not come into contact with children, youth and/or vulnerable individuals?
- Can you provide an example of where the candidate modified his/her coaching to adapt to swimmers from diverse backgrounds?
- Can you comment on this candidate’s ability to foster an inclusive environment that values diversity? Please provide an example.
- Can you think of an example of when the candidate needed to resolve a conflict between others with different points of view? What was the issue? What was the candidate’s approach?
- Would you rehire this individual to a position working with children, youth and/or vulnerable individuals?