Core Value

Humanity, Dignity and Empathy

Anchoring the Value 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 value within an equivalent in your existing system.

Step 2: Adding language into your vacancy announcement, job description and Terms of Reference

In order to anchor this value 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 value is included below.

In the job/position tasks and responsibilities section:

• “Undertake work responsibilities in a way which shows compassion for others, and makes people feel safe and respected.”

• “Interact with others in a respectful and compassionate manner.”

• “Employ active listening and observation skills in interactions with others”

In the qualifications/experience section – what we are looking for?

• “Demonstrated compassion and empathy for others and ability to create respectful and safe spaces for interactions.”

• “Compassion towards and understanding of unique needs of survivors.”

• “Validated commitment to working with others with compassion, respect and empathy.”

• “Ability to make meaningful connections to others through common experience and humanity.”

• “Candidates should be expected to demonstrate the following values [and competencies]:

Humanity, Dignity and Empathy: demonstrates respect for dignity and well-being of others, including survivors, gives other person full attention, actively listens and makes other people feel understood and appreciated, and reflects on other people’s perspectives and realities.” 

Step 3: Designing written tests or interview questions which assess this value

One of the most useful ways of understanding a candidate’s values is to set either case scenarios or hypothetical examples to understand how they would react. These can 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): 

1. A survivor attends a research interview with you and after informed consent and an open question from you to prompt an open narrative about their experience of accessing services, the survivor recounts what seems like a prepared or rehearsed, rigid or fixed recounting of the sexual violence against them. What do you do?

Technical:

1. Describe any planning or preparation steps you can take to maximise the possibility of a survivor feeling that they were treated with respect, dignity and empathy.

2. When using information about SCRSV gathered from a survivor, what steps do you take to ensure you are using or presenting that information in a way which is respectful and empathetic of the survivor, and which safeguards their dignity?

3. How do you ensure a survivor feels believed and supported when they disclose their story to you?

Sample interview questions:

1. Tell us about a situation in which you demonstrated empathy during your work, and what the action you took as a result. What was the outcome?

2. Describe one work example of when you failed to empathize or understand a person’s situation, and what you learned from it. 

3. What are the most important steps you take to show respect and empathy with survivors?

4. Why do you think humanity is important for this work?

5. Give us an example of when you had to share bad news with someone, and how you did it?

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