The following questions* are examples of what can be used in a written request or personal interview. A single answer should not determine whether an applicant is selected or rejected. Together with other forms of information, the answers to these questions can help to build a more complete picture of an applicant.
What age group would you like to work with and how would you feel about taking on a different age?
If an applicant seems very set on a certain age group, be wary. However, it may be that the applicant is experienced or gifted in working with certain age groups. Asking additional questions about why an applicant has a strong preference can help you determine if there is cause for concern.
Is there anyone who might suggest that you should not deal with young people? Why or why not?
Why do you want to help?
What would you do in a specific situation?
Set up situations involving possible concerns, boundary issues or youth protection policies and interactions to gauge the applicant's response. Be concerned if applicants disregard organisational policies and procedures or mishandle a situation.
What makes you a good candidate for youth worker/teacher? What would your friends or colleagues say about how you interact with young people?
What other hobbies or activities do you enjoy?
Determine if applicants have mature, adult relationships, not just with youth.
*Adapted from "Preventing Child Sexual Abuse Within Youth-serving Organizations: Getting Started on Policies and Procedures", U.S. Department of Health and Human Services.