Safer Recruitment Policy
Salisbury Community Hub for Ukraine (hereafter referred to as “The Hub”)
As a consequence of our commitment to achieving a safe environment for all, and one free from discrimination, we must ensure we safely recruit and support those who work with children and/or vulnerable adults. Safer recruitment highlights the importance of safeguarding and uses multiple sources of information to make informed decisions, to assist the Hub in identifying, deterring and not appointing those who may cause harm or are unsuited to the role for which they are applying. It applies to all roles within the Hub.
We have a responsibility to:
- make sure that employees and volunteers are suitable to work with children and vulnerable adults
- request DBS checks where the role is eligible
- be quick to respond to and handle concerns in a full and open manner, carrying out the appropriate investigations
- make sure that protecting people from harm is central to our culture.
There are 10 steps necessary to achieve this:
| 1 | Produce an up-to-date recruitment and selection policy. |
| 2 | Ensure there is a Safeguarding policy, which includes a commitment to safer recruitment |
| 3 | Create a role description and person specification. and consider whether the activities specified require a criminal record check |
| 4 | Advertise, giving details of the role, a timetable, our commitment to safeguarding, and whether a criminal record check will be required. Volunteer roles should also be advertised |
| 5 | Produce an information pack which might include: information about the Hub and the role, a timetable, a safeguarding statement, and an application form/process |
| 6 | Consider each application with reference to the criteria for the role, and carry out appropriate checks for shortlisted candidates, At least one reference must be followed up confirming that the referee considers this person suitable for the role. Confirm identity and relevant certificates of qualifications/course attendance, as appropriate |
| 7 | For any role likely to come into contact with our clients for more than 3 hours a week, ensure all shortlisted candidates receive the same invitation letter, and conduct a face-to-face interview based solely on their ability to meet the person specification/job description. |
| 8 | Ensure that specific questions to gain required information on a candidate’s suitability are asked (whether interviewed or not) including those needed to address any gaps in information supplied in their application. |
| 9 | Choose a preferred candidate based upon their suitability for the role |
| 10 | Offer the chosen candidate the role in writing, subject to satisfactory checks if applicable. |
As the people we are here to support can be seen as potentially vulnerable adults, a Safeguarding Confidential Self-declaration must be completed. The Hub will not take on anyone who has a caution or conviction under the Sexual Offenses Act 2003 or the Children and Young Person Act 1933 or who has been barred by the DBS, or who the Steering Group has concluded may be a risk to children or vulnerable adults.
The Hub will determine which roles are eligible for DBS checks in accordance with the SMC criteria contained in the SMC Safer Recruitment Policy, and undertake the same verification process. Checks will be renewed every five years.