Recruitment and Selection

The voluntary sector relies heavily on the time and commitment freely given by volunteers and without this the opportunities for children and young people to participate would not exist. We recognise that there is often a difficulty obtaining volunteers, but believe that the recruitment and selection of volunteers/staff is an essential part of ensuring that young people continue to enjoy their sport or cultural activity while remaining safe. 

SSE recommend that organisations and clubs will ensure good recruitment procedures by;

• Defining the role the individual is applying for (job/role specification).

• Insisting that a person applying for any post with responsibility for young people within the club complete sport specific application form, please contact your NGB for advice. Click here for sample form

• Obtaining 2 references in writing, (the request for references should only be sought for preferred applicants) Click here for sample

• Ensuring that the individual completes and signs an Access NI Disclosure Certificate Application Form, Sports organisations should contact their Governing Body for further advice. For more information on Access NI click here Clubs or activities without an umbrella organisation to administer these checks can register with YouthAction who will administer Access NI checks. Should you choose this option, Contact:

YouthAction Northern Ireland Ltd

   14 College Square North

   BELFAST BT1 6AS

  Tel 028 90 240551 Fax 028 90 240556

   They will send you a membership application form and explain the service they offer. Please do not use this service if your NGB are already registered with Access NI or are planning to do so.

• Setting a probationary period (6 months for staff or long term volunteers).

• Interviewing the individual either formally or informally by two designated members (positions to be identified by the club).

­ Assessing the individual’s experience of working with children or young people and knowledge of safeguarding issues.

­ Assessing their commitment to promoting good practice.

­ Assessing their ability to communicate with children and young people (i.e. be approachable).  One way of doing this is to consult young people or ask questions to examine how a person would respond to a particular scenario e.g. are they authoritarian or too relaxed in their approach. 

• Ensuring that the Management committee ratifies appointments.

Statement of non-discrimination

The club should make it clear that they are committed to equal opportunity for all applicants including those with criminal convictions.  Information about criminal convictions should only be requested to assist the selection process and will be taken into account only when the conviction is considered relevant to the post. Any disclosure should be seen in the context of the job/role criteria, the nature of the offence and the responsibility for the care of existing clients/customers and employees. Any information received should be treated confidentially, and discussed with the individual before a final decision is made.  After that decision is made the information should be destroyed. The disclosure of a criminal record or other information should not debar the individual from registration / appointment unless the NGB considers that the conviction renders them unsuitable.  In making this decision the NGB should consider the nature of the offence, how long ago it was committed and what age you were at the time and other factors which may be relevant.