Safer Recruitment
Policy
This Safer Recruitment Policy outlines MJ Children’s Services approach to recruitment. The policy clearly explains our recruitment process, by which we endeavour to recruit the most suitable applicant for a role within the company, whilst adhering to our commitment to safeguard and promote the welfare of all young people in our care.
The recruitment process will be overseen by the Head of Care and Development, with the final decision being made with the Director, in consultation with the Home Manager and informed by any others who may have been involved in the process.
Aims & Objectives
The aims of MJ Children’s Services safer recruitment policy are.
- a) to ensure that the best possible staff are recruited based on their merits, abilities and suitability for the position, following the detail in the job description and person specification.
- b) to ensure that all job applicants are considered equally and consistently and treated fairly in line with all relevant legislation.
- c) to ensure that no job applicant is treated unfairly on any grounds
- d) to ensure that MJ Children’s Services meets its commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks.
Employees involved in the recruitment and selection of staff are responsible for familiarising themselves and complying with this policy and potential applicants can view this policy on our website.
Each applicant will go through a Disclosure and Barring Service (DBS) check, to highlight any convictions, cautions, reprimands or warnings they have received that could prevent them from working with vulnerable people. Any overseas applicants will be expected to provide proof of being eligible to work within the UK. MJ Children’s Services will carry out an eligibility to work in the UK check following guidance on the GOV.UK website.
If a member of staff involved in the recruitment process has a close personal or family relationship with an applicant, they must declare it as soon as they are aware of the individual’s application. The member of staff should then avoid any involvement in the recruitment and selection decision-making process.
MJ Children’s Services aims to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies at the residential home.
Responsibilities
It is the responsibility of the Management Team to ensure that
- a) MJ Children’s Services implements this Safer recruitment policy and follows the procedures within when recruiting.
- b) All appropriate checks are carried out on staff who work at the residential care home.
- c) Any Contractors and Agencies are compliant with our policies and procedures, and if working unsupervised at the home have an acceptable enhanced DBS clearance.
- d) The welfare of the children and young people in our care is promoted and considered at every stage of the procedure.
Recruitment and Selection Procedure
Advertising
To ensure equality of opportunity, MJ Children’s Services will advertise all vacant posts to encourage as wide a field of applicants as possible, normally this entails an external advertisement.
Any advert will make clear MJ Children’s Services commitment to safeguarding and promoting the welfare of children and will state a closing date for applications to be sent in.
All documentation relating to applicants will be treated confidentially in accordance with the Data Protection Act (DPA18) and General Data Protection Regulation (GDPR).
When a job advert is made, potential applicants will express an interest for the job role, which will result in an application form being sent. The advert will state a closing date along with a date that the Group Selection Process will take place.
Application Forms
MJ Children’s Services uses its own application form and all applicants for employment will be required to complete an application form containing questions about their academic achievements, full employment history and their suitability for the role (all applicants are required to account for any gaps or discrepancies in employment history). Applicants submitting an incomplete application form will not be shortlisted.
The application form will include the applicant’s declaration regarding convictions and working with children and will make it clear that the post is exempt from the provisions of the Rehabilitation of Offenders Act 1974. CVs will not be accepted.
It is unlawful for MJ Children’s Services to employ anyone who is barred from working with children. It is a criminal offence for any person who is barred from working with children to apply for a position at MJ Children’s Services. All applicants will be made aware that providing false information is an offence and could result in the application being rejected, or summary dismissal if the applicant has been selected, and referral to the police and/or the DBS.
All applicants are made aware that If unsuccessful at any stage of the Recruitment process that all documentation will be destroyed immediately.
Job Descriptions and Person Specifications
A job description is a key document in the recruitment process and must be finalised prior to taking any other steps in the process. It will clearly and accurately set out the duties and responsibilities of the job role.
The person specification is of equal importance and informs the selection decision. It details the skills, experience, abilities and expertise that are required to do the job. The person specification will include a specific reference to suitability to work with children in a care home environment.
Both of these documents are used when shortlisting applicants,
References
Reference details are supplied within the application form. References will be requested if an applicant is shortlisted and offered an Individual interview, following the Group Selection Process. References requested are:
- Current or most recent employer
- Character references – nonfamily member who has known you for at least three years
- Second employer, or, if applicant has worked with Children or Vulnerable Adults within the last 5 years, if none of these apply a second character reference will be requested.
If after individual interview a position is offered, we would then seek to verify any information on the application form of positions held working with Child or Vulnerable Adults.
We will request three references where a minimum of two references must be available prior to the interview, one of these must be the current or most recent employer. If the current/most recent employment does/did not involve work with children, then the second reference should be from the employer with whom the applicant most recently worked with children. The referee should not be a relative. References will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions.
On receipt of references all referees will be contacted by phone to confirm the authorship of the reference and if they would like to add any additional information to the reference
All referees will be asked whether they believe the applicant is suitable for the job for which they have applied and whether they have any reason to believe that the applicant is unsuitable to work with children. Referees will also be asked to confirm that the applicant has not been radicalised, so that they do not support terrorism or any form of "extremism".
MJ Children’s Services does not accept open references, testimonials or references from relatives.
Group Selection Process and Individual Interview
From March 2020, MJ Children’s Services will operate a two-stage recruitment process. First is Group Selection Process which will be a fully supervised. This process will be up to one hour which will include an Introduction, tour of the home, opportunity to speak to staff and Young People and applicants will be issued with an information pack which will include the Home’s Statement of Purpose. Applicants will be required to bring in photographic evidence to confirmation of identification.
Following the group selection process applicants will be contacted and advised if they have been shortlisted form Individual Interview.
All applicants who are invited to an interview will be required to bring evidence of their identity, address and qualifications, copies will be taken and retained. Original documents will only be accepted, and photocopies will be taken.
Interviews will be face-to-face with a minimum of two interviewers. The interview process will explore the applicant’s ability to carry out the job description and meet the person specification also referring to the Regulations and the Home’s Statement of Purpose.
Any information regarding past disciplinary action or allegations, cautions or convictions will be discussed and considered in the circumstance of the individual case during the interview process, if it has been disclosed on the application form.
At least one member of any interviewing panel will have undertaken safer recruitment training or refresher training as applicable.
Offer of Employment
Following the individual interview, a consultation will be had between the Head of Care and Development in consultation with the Director.
If unsuccessful, applicants will be made aware via email where they can request feedback.
Successful applicants will be notified via telephone and a formal conditional job offer will be sent via e-mail.
The offer will not be confirmed until acceptable DBS, and employment references are confirmed.
Once all satisfactory documents are received an Induction date will be agreed.
A personnel file checklist will be used to track, and audit paperwork obtained in accordance with Safer Recruitment Training. The checklist will be retained on personnel files.
The Rehabilitation of Offenders Act 1974
The Rehabilitation of Offenders Act 1974 does not apply to positions which involve working with, young people. Therefore, any convictions and cautions that would normally be considered ‘SPENT’ must be declared when applying for any position at MJ Children’s Services. For additional information please see the Recruitment of Ex- Offenders Policy.
DBS (Disclosure and Barring Service) Check
MJ Children’s Services applies for an enhanced disclosure from the DBS, please see separate policy.
No hard copies of DBS certificates are kept. For full information refer to the Disclosure and Barring (DBS) Policy.
Record Retention/Data Protection
Please refer to the Policy which can be found on our website.
Contractors and agency staff
A contractor who completes regular work at the home will have to provide and up to date DBS certificate and a certificate of Public Liability Insurance.
Agencies who supply staff to the MJ Children’s Services must also provide evidence they have complete the pre-employment checks, which MJ Children’s Services would otherwise complete for its permanent staff. MJ Children’s Services requires confirmation that these checks have been completed before an individual can commence work at the home.
Agency staff will be required to attend the home for 1-2hours Induction prior to commencing a shift.
MJ Children’s Services will independently verify the identity of staff supplied by an agency and will require the provision of the original DBS certificate and Driving License before they can commence work at the home.
Monitoring and Evaluation
The Managers will be responsible for ensuring that this policy is monitored and evaluated. This will be undertaken through formal audits of job vacancies and a yearly Safer Recruitment Evaluation audit which will be presented to the Director. All employees will be supported during their time with MJ Children’s Services through regular supervision, staff meetings, appraisals and open lines of communication.
