Recruitment 

1. Introduction

Birmingham Carers Support ("the Organisation") is committed to ensuring that it provides a safe and secure environment for all individuals involved in its activities, particularly vulnerable groups such as children, young people, and vulnerable adults. This Safer Recruitment Policy ("the Policy") outlines the procedures and practices that the Organisation will follow in recruiting individuals to work with or on behalf of the Organisation, ensuring that all appointments are made in a safe and responsible manner.

This Policy applies to all recruitment activities, including those for employees, volunteers, contractors, and any other individuals engaged by the Organisation ("Staff").

2. Purpose

The purpose of this Safer Recruitment Policy is to:

• Set out the Organisation’s commitment to safeguarding and promoting the welfare of children, young people, and vulnerable adults.

• Define the principles and procedures that will guide the recruitment of staff.

• Ensure that all individuals appointed to positions of responsibility within the Organisation are suitable, safe, and competent to carry out their roles.

• Minimize the risk of harm to vulnerable individuals by preventing the recruitment of individuals who may pose a threat.

3. Legal Framework

This Policy is based on and complies with the following legislation and guidelines:

• The Safeguarding Vulnerable Groups Act 2006 (UK)

• The Protection of Children Act 1999

• The Children Act 1989 and 2004

• The Equality Act 2010

• The Rehabilitation of Offenders Act 1974

• The Data Protection Act 2018 (GDPR)

• The Human Rights Act 1998

• Local safeguarding guidelines, policies, and procedures

4. Principles of Safer Recruitment

The Organisation is committed to safer recruitment and the following principles will be adhered to:

• Transparency: Recruitment practices will be fair, transparent, and non-discriminatory, ensuring that all candidates are assessed based on merit and suitability for the role.

• Commitment to Safeguarding: The safety and welfare of children, young people, and vulnerable adults are a primary concern in all recruitment processes. All recruitment practices will be aligned with safeguarding principles.

• Pre-employment Checks: All appropriate pre-employment checks will be carried out to verify the suitability of candidates to work with vulnerable individuals. This includes identity checks, qualification verification, criminal record checks, and references.

• Equal Opportunities: The Organisation will ensure that recruitment processes comply with equal opportunities legislation and do not discriminate based on race, gender, disability, age, or any other protected characteristic under the Equality Act 2010.

5. Recruitment Procedures

The following recruitment procedures will be followed to ensure safer recruitment practices:

• Job Description and Person Specification: The Organisation will prepare clear and accurate job descriptions and person specifications that outline the duties, responsibilities, qualifications, experience, and skills required for the role. This ensures that expectations are set clearly and are aligned with the safeguarding responsibilities of the position.

• Advertising the Role: All recruitment advertisements will be clear, professional, and non-discriminatory. Ads will state that the Organisation is committed to safeguarding and that any successful candidates will be subject to appropriate checks and vetting procedures.

• Application Process: All candidates will be required to complete a standardized application form, providing full details of their employment history, qualifications, and any relevant personal information, including previous experience in safeguarding roles.

• Shortlisting: A panel of appropriately trained individuals will carry out shortlisting based on the applicant’s qualifications, experience, and suitability for the role. Shortlisting will be based on merit, without discrimination.

• Interview Process: All interviews will be conducted by a panel, including at least one member with safeguarding training. The interview will assess the candidate’s skills, qualifications, experience, and their understanding of safeguarding principles, including how they would handle situations involving vulnerable individuals.

• Disclosure and Barring Service (DBS) Checks: For roles that involve working with children, young people, or vulnerable adults, the Organisation will carry out enhanced Disclosure and Barring Service (DBS) checks (or equivalent checks in non-UK jurisdictions). No individual will be appointed without clearance from the appropriate DBS or equivalent background check, where applicable.

• References: The Organisation will seek and review at least two professional references for each candidate. References will be requested to verify the candidate’s qualifications, employment history, and character. One reference must be from the most recent employer, and one should be a safeguarding reference, if applicable.

• Right to Work Checks: The Organisation will verify that all candidates have the legal right to work in the relevant jurisdiction before an offer of employment is made.

6. Conditional Offer and Employment

• Conditional Offer: A formal offer of employment or engagement will be made only after all pre-employment checks have been completed, and satisfactory results have been obtained. This offer will be subject to the satisfactory completion of checks as detailed in this Policy.

• Induction and Safeguarding Training: All new employees, volunteers, or contractors will undergo a comprehensive induction, which includes mandatory safeguarding training. This training will cover the Organisation's safeguarding policies, procedures, and the individual’s responsibilities in protecting vulnerable individuals.

7. Ongoing Monitoring and Review

The Organisation will:

• Monitor Performance: Regular supervision and performance reviews will be conducted for all new employees to ensure their ongoing suitability for the role. Any concerns regarding an employee’s conduct, performance, or ability to work with vulnerable individuals will be addressed immediately.

• Review and Update Recruitment Procedures: Recruitment procedures will be reviewed periodically to ensure they remain compliant with best practice and relevant legislation. The Organisation will also assess the effectiveness of its recruitment procedures, making improvements as needed.

8. Managing Allegations of Misconduct

If, at any point, an individual is found to have provided false information or engaged in misconduct during the recruitment process, or if allegations of abuse or inappropriate behaviour arise during their employment, the Organisation will take appropriate action, which may include:

• Immediate suspension from duties pending investigation.

• Referral to appropriate safeguarding authorities.

• Disciplinary action, up to and including termination of employment or contracts.

9. Confidentiality and Data Protection

All personal data collected during the recruitment process, including application forms, interview notes, and background checks, will be handled with the utmost confidentiality and in compliance with data protection laws, including the Data Protection Act 2018 (GDPR). Data will be stored securely and will only be shared with relevant parties involved in the recruitment process.

10. Review of Policy

This Safer Recruitment Policy will be reviewed annually to ensure that it remains compliant with current legislation and best practices. Any amendments or updates will be communicated to all relevant parties, and training will be provided as necessary.