Recruitment Process

Application Process

Each candidate will fill out an application form that captures essential information such as:
- Understanding of safeguarding practices.
- Personal statement detailing the candidate’s motivation and suitability for the role.
- Requirement to declare any previous criminal records or convictions.
- Experience working with children and vulnerable individuals.
- Professional qualifications and certifications.
Safeguarding Self-Declaration: This include a safeguarding declaration where the applicant confirms they have no history of offenses or conduct that would disqualify them from working with vulnerable people.

Shorthlisting

Criteria-Based Shortlisting: We use a clear set of criteria to shortlist candidates, focusing on both professional qualifications and safeguarding aptitude.

Prioritise Experience: Favour candidates with demonstrable experience working with children and vulnerable groups, and those with relevant safeguarding training or certification.

Safeguarding Checks & Clearance

Criminal Background Check: Conduct a criminal background check (such as DBS in the UK, or similar in other countries) to identify any past convictions or cautions, particularly related to children and vulnerable people.

Reference Checks: Request at least two professional references, one of which should be from the most recent employer. Ensure that one reference speaks specifically to the candidate's experience working with vulnerable individuals and their safeguarding competency.

Safeguarding Verification: Inquire directly with references about the candidate’s safeguarding awareness, behavior, and any concerns about their past conduct.

Initial Screening

Qualification Verification: Verify that candidates meet the minimum qualifications and experience required for the role.

Review for Red Flags: Screen applications for any inconsistencies or gaps in employment history, unexplained breaks, or vague descriptions of previous roles. Investigate these further if necessary.

Safeguarding Knowledge: Assess the candidate’s understanding and commitment to safeguarding through their application materials.

Interview Process

Interviews: Interviews are conducted either face-to-face or virtually.
Safeguarding Questions: Include safeguarding-specific questions in the interview to assess the candidate's understanding of child protection, recognising and reporting abuse, and handling challenging situations.
Behavioural Questions: Use behavioural and situational questions to evaluate the candidate’s judgment, decision-making, and responses under pressure.
Reference to Safeguarding Policies: Highlight the organisation's safeguarding policies during the interview, ensuring the candidate is fully aware of the commitment to child protection and safety.

Final Assessment & Decision Making

Interview and Reference Feedback: Review feedback from interviews, reference checks, and safeguarding checks as part of a holistic decision-making process.

Risk Assessment: If any concerns or flags arise during background or reference checks, conduct a risk assessment to determine if the candidate is suitable for the role.

Final Review by Safeguarding Lead: Have the safeguarding lead or a senior manager with safeguarding responsibilities review the final candidate shortlist to ensure safeguarding standards have been maintained.