Hiring an internal or external confidential advisor?

The presence of a confidential advisor is important for a safe working environment and the prevention of undesirable behavior. But should you choose an internal confidant or is it better to hire an external one? In this blog, we discuss the pros and cons of both options and what you should consider when making a choice.

Appoint internal confidant

An internal confidential advisor is someone within the organization designated to support employees in discussing confidential issues and complaints of inappropriate behavior or reporting integrity concerns. The internal confidential advisor can be a colleague or a specially appointed employee. In any case, it is advisable that this person has undergone confidentiality training and keeps abreast of the latest developments in this field and any changes in legislation.

Hire external confidential advisor

An external confidential advisor is someone from outside the organisation appointed to support employees in discussing confidential issues and complaints about undesirable behaviour or integrity issues. It is recommended that you appoint an external confidential advisor who is certified and affiliated to the National Association of Confidential Advisors, so that you can be sure that this person is properly trained and can also inform you about the latest developments in this field and advise you about changes in legislation.

Comparison of internal and external confidants

The main difference between an internal and external confidant is their relationship with the organisation. An internal confidant is someone who already works within the organisation and is familiar with the organisational culture and issues. The downside of this is that the internal confidant may have links to different people within the company and could possibly be influenced by this. As a result, employees may find it difficult to discuss events freely or report issues. On the contrary, an external confidant is someone from outside the organisation and therefore has no ties to the organisation. The external confidential advisor is thus independent, which can lower the threshold for discussing undesirable behaviour or reporting a possible crime. Read more about what is a confidant?

Which option is best depends on several factors.

An important factor is the size of the organisation. In small organisations, appointing and training an internal confidential advisor can be costly and time-consuming. The designated employee should not only do training, he or she should also be given time to perform that task within normal working hours. This may be easy for a large organisation to fit into its budget and work schedule. For both small and large organisations, familiarity with the organisation and can be both an advantage and a disadvantage, as well as the relationships of the internal confidant with employees and management of the organisation.

Another factor is the nature of the problems that may arise within the organisation. When dealing with tough or complex issues, having an external confidential advisor may be more appropriate because of the independence and expertise he or she can provide. When it comes to less serious or less complex issues, an internal confidant may be sufficient. Here, a combination of an internal and external confidant can also be a good solution.

The need for continuity and availability is also an important factor. An internal confidant is generally more readily available and may be able to act quickly on reports of inappropriate behaviour. However, an external confidant may be able to provide more continuity because he or she does not depend on the presence of specific staff members within the organisation and can provide replacements in case of absence.

Conclusion

Hiring a confidential advisor is important for a safe working environment and preventing undesirable behaviour. Several factors should be considered when choosing between an internal and external confidential counsellor, or a combination thereof. It is important to determine which option best suits the size and nature of the organisation, the need for continuity and availability, and the cost. The specific needs of the organisation and its employees and whether hiring a trustee is mandatory should also be taken into account.

Both options have advantages and disadvantages and it is important to determine which option best suits the specific needs of the organisation and its employees.