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Safer Recruitment Training

Why I think everyone should do Safer Recruitment training!

I have been thinking about this for a while now.  Having completed lots of safeguarding and DSL training myself during my career in education, one thing that wasn’t explored in great detail was grooming.  Do not get me wrong, the training covered how a groomer grooms their victim and I know most people could talk about how the groomer would buy their victims gifts, compliment the victim, and help them out with things; but the training I had received didn’t cover how the groomer grooms the people around the victim.

I would argue that a lot of people don’t know that grooming adults, around their victims, is part of the grooming process.  Groomers want adults around their victims to trust them and believe them more than believing the victim themselves.  Groomers can be overly helpful, always going the extra mile, doing the extra duty or club, everyone’s friend, already in a relationship, friends with the parents and so on.  However, warning! Not everyone who acts like this is a groomer.

That is why I believe safer recruitment training is vital for EVERYONE that works with vulnerable people, children, and young adults. You learn about the behaviours of groomers, you learn how they access environments that cater for their victims from actual convicted paedophiles and you learn about what you can do to prevent potential groomers. So why wouldn’t everyone want to do this training? It isn’t an easy training session but fully worth it in the fight against abuse!

Below is an outline of the training:

Session 1: look at how safer recruitment fits with the wider context of safeguarding and promoting the welfare of children, the scale of abuse, a model of offender behaviour, some of the recurring themes in high profile professional abuse cases and child sex abusers typically operate within organisations and relate that to recruitment.

Session 2: illustrates the importance of planning a recruitment exercise, sending the right messages to potential applicants, following a consistent and thorough process to obtain relevant information about each applicant, and short-listing candidates for interview.

Session 3: considers the importance of making the right decisions and using structured interviews to help do that, as well as pre-employment checks on the candidate selected for appointment.

Session 4: examines the need for ongoing awareness and vigilance and considers how organisations can develop and maintain an environment that deters and prevents abuse and challenges inappropriate behaviours.

If you are wanting Safer Recruitment training, then please visit our website page on Safer Recruitment at: or email us at and receive training from accredited trainers with real life, hands on experience.

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