Technical Competency
Risk Recognition
Anchoring the Competency into Recruitment Processes
Step 1: Integrating it into existing frameworks and procedures
For those with no existing Competency Framework, this is relatively simple and is does not require integration or finding an equivalent within your own system. For those with Competency Frameworks, such as the UN, European Personnel Selection Office (EPSO) and other agencies and organisations, you can find a table below of associated values, behaviours or competencies within other frameworks to allow you to incorporate and test this competency within an equivalent in your existing system.
| Murad Code Technical Competency | UN System (Old Values and Competencies, New Values and Behaviours) | Other systems |
|---|---|---|
| Risk Recognition |
Old: Professionalism, Plan and Organise, Accountability, Judgement/Decision Making
New: Humanity, Analyse and Plan |
CHCF: Maintaining Safety, Security and Well-Being
CHS Alliance: Risk-aware decision making ICRC/IFRC: safety and security management (leadership) NRC Leadership Model: Safety Culture IOM: Strategic Thinking and Vision |
Step 2: Adding language into your vacancy announcement, job description and Terms of Reference
In order to anchor this technical competency within the recruitment process, and onwards into expectations in terms of job performance, it is important to include wording in your vacancy announcement, job description and terms of reference. Some model wording for this competency is included below.
In the job/position tasks and responsibilities section:
“Conduct risk assessments for all aspects of information-related processes (interviews, storage, sharing) and implement mitigation measures to reduce risks to survivors, affected communities, project personnel and information gathered.”
“Ensure evidence-based and risk-assessed responsible decision-making, design, implementation and monitoring of all work and activities.”
“Consider broader impacts and unintended consequences of work on survivors, affected communities, services and community-based organisations, undertake risk assessment and mitigation measures, and keep under review.”
“Undertake regular risk reviews and audits to ensure safety, ethicality and effectiveness of work.”
“Implement do no harm/mitigation measures to minimise risks for survivors, communities, partners and team.”
“Create safe engagement points with survivors, and risk assessment protocols and tools for survivor engagement without an unexpected and unprepared approach.”
In the qualifications/experience section - what we are looking for?
“Demonstrated skill in identifying and mitigating risks in SCRSV documentation processes/SCRSV information gathering activities/working with SCRSV survivors in their communities.”
“Experience operating safely, ethically and effectively in conflict and crisis contexts.”
“Proven commitment to prioritising safety and well-being in all aspects of work.”
Step 3: Designing written tests or interview questions which assess this competency
One of the most useful ways of understanding a candidate’s competencies is to set either case scenarios or hypothetical examples to understand what they would do and how they would do it. You can also test technical knowledge through written assessments. These can all be tailored to the relevant field of work or specific job. A few broad examples are provided below, both as written tests and for interview questions.
Sample written test examples
Hypothetical (can be based on relevant context and job requirements):
You are part of a team gathering information about SCRSV from survivors in an IDP camp in a conflict setting. Identify at least 3 different types of risks that may arise and specify who faces that risk from what source. Propose practical mitigation strategies for each.
You are the project manager/planner for a short research/investigation mission to a border region where a tribal conflict has broken out and there are news reports of castration and anal penetration with sticks of young men and boys. Identify three common [intersectional risks] to male survivors from different sources arising directly from the proposed work and suggest basic mitigation measures.
Technical:
Name three ways in which you can be the source of risk to survivors when seeking to collect and use information about SCRSV, and how you can mitigate those risks.
Application Exercise: Share a copy of Principles 5.3, 1.4 and 1.5 Murad Code and ask the candidate to reflect on how they would operationalise it in a practical situation (e.g., team training, field protocols, handling a breach) OR design one concrete tool or step to operationalise these principles.
Sample interview questions
Tell me about a situation where you recognised a risk that others overlooked. How did you raise it, and what was the outcome?
Give me an example when you worked with a survivor facing potential retaliation, ostracism, well-being issues or safety threats after disclosure. How did you respond?
Describe a situation in which you considered the broader repercussions for a survivor or their community when planning work (such as community dynamics, legal processes, or family impact).
Please share a work example where you were not warned that someone was at heightened risk (for example, due to gender, age, disability, displacement or community stigma). How did you discover this and what did you do when you realised? What did you learn from this?