Safer Recruitment and Selection Policy

Introduction and Purpose

In line with ‘Keeping Children Safe in Education’ statutory guidance for schools and colleges in
England, this policy is to ensure that the individuals responsible for recruitment and selection
always hire and promote the most appropriate applicant or employee in a safe, fair and consistent
manner, free from discrimination and to ensure that relevant processes are followed to protect
vulnerable groups.

Primary Goal are committed to safeguarding and promoting the welfare of children and vulnerable
adults, which is reflected within our recruitment and selection activities. We will ensure that the
recruitment and employment of staff to work with children and vulnerable adults is carried out in line
with relevant statutory guidance on safer recruitment for schools and colleges and make sure that
those involved with the recruitment and employment of staff to work with children and vulnerable
adults receive appropriate safer recruitment training.

It is our policy to look to fill any open position by internal promotion or transfer wherever possible. All
applicants will be assessed objectively on their merits in accordance with our Equality, Inclusion and
Diversity policy. Any person involved in the selection and interview processes who have a conflict of
interest should declare it immediately to the Chief Operating Officer.

Advertisement

The individual placing the advertisement must ensure that they use a variety of media to reach a
broad cross-section of potential applicants and must include the following points:

• Job title.
• Our commitment to safeguarding and promoting the welfare of children.
• Detail which confirms applicants will undergo strict vetting procedures and safeguarding
checks before appointment and relevant pre-employment checks (this includes but is not
limited to: DBS checks, qualification checks, reference checks and identity checks).
• The safeguarding responsibilities of the post as per the job description.
• Salary or pay scale.
• Any significant benefits applicable to the position.
1) Any skills and/or experience required for the position.
• Any minimum qualifications for the position.
• Any required training which must be completed on confirmation of successful appointment.
• Any typical features of the position (e.g. part-time, fixed term, outside UK etc).

Care will be taken to avoid specifying requirements for the position which are potentially
discriminatory either directly or indirectly.

Job Descriptions

Where we use job descriptions to assist in the drafting of a job advert, we will ensure the details
incorporated are concise and relevant to the job role being advertised and include any safeguarding
requirements.

Where personnel specifications are used along with the job advert only those details which are
relevant such as essential or desirable knowledge, skills and experience will be included, along with
any safeguarding requirements.

Applications

Application forms will seek only information which is necessary for the selection process.
Where the role involves engaging in regulated activity relevant to children, we will include a
statement that it is an offence to apply for the role if the applicant is barred from engaging in
regulated activity relevant to children.

Applicants will be required to provide:
• Personal details including name and location.
• Details of their present (or last) employment and reason for leaving.
• Full employment history including reasons for any gaps in employment.
• Qualifications, the awarding body and date of award.
• A statement of the personal qualities and experience that the applicant believes are relevant
to their suitability for the post advertised and how they meet the personnel specification.

At each stage of the process, applicants will be kept informed and should expect to be told the
following:

1. When they can expect to hear whether their application is to be progressed to the next
stage of the recruitment process
2. What the next stage will involve.

Decisions taken to either reject or accept an application will be checked and approved by the Line
Manager before they are communicated to the applicant. Primary Goal will ensure that inclusion
principles are embedded into all aspects of the recruitment process and will not discriminate
against a prospective employee on the grounds of any one of the protected characteristics.

Shortlisting

We will ensure that at least two people carry out the shortlisting exercise. For consistency, the same
people will carry out the interview, where possible.

During the shortlisting process, we may carry out an online search on the shortlisted candidates, as
part of our due diligence. If the search identifies any incidents or issues that are publicly available
online, we will explore these with the applicant at interview.

Interview

Shortlisted applicants will be telephone screened by the Line Manager or another appropriately
trained manager prior to being invited for formal interview. The formal interview will be conducted
by two members of staff and thorough notes taken to be stored on our recruitment portal.

All questions asked will be directly relevant to one or more of the selection criteria that have been
identified for the position.

No assumptions will be made nor will questions about the applicant’s personal circumstances be
asked.

During the interview we will seek to determine the applicant’s suitability to work with children and
vulnerable adults and explore any potential areas of concern. Any information about past
disciplinary action or substantiated allegations will be considered in the circumstances of the
individual case.

Interview questions will be structured to include:

• Finding out what attracted the candidate to the post being applied for.
• Exploring their skills and asking for examples of experience which is relevant to the role.
• Probing any gaps in employment or where the candidate has changed employment or location
  frequently, asking about the reasons for this.
• Verifying the applicant’s mental and physical ability to carry out their work responsibilities.

After the Interview

Once the interview has taken place and the decision has been made, we will contact the successful
individual and arrange the start date for the position.

If at any point during the recruitment process, any issues arise then you should report your
concerns to the Shared Services Manager who will review your concerns.

Vetting and Pre-Employment Checks

Offers of employment will be subject to us receiving satisfactory pre-employment checks, including
an enhanced DBS check from the Disclosure and Barring Service should the successful applicant
not already be in possession of this. The company may defer start dates if the relevant checks are
not completed by the specified start date. Should it be required for a staff member to start
employment before a DBS check is obtained, a thorough Risk Assessment will be put in place and
the member of staff will always be supervised until the document is sent through and confirms no
issues. Primary Goal will request new and updated DBS checks from all staff at regular intervals.
Offers of employment will also be subject to satisfactory references being obtained, proof of any
relevant qualifications, satisfactory identity checks and evidence of the applicant’s right to work in
the UK. Where candidates have lived or worked outside the UK, we will carry out any further checks
we consider appropriate.

Recruitment of Ex-Offenders

The Company encourages applicants with a criminal record to disclose this information as soon as
possible in the recruitment process so that the Company can establish the relevance of the
conviction compared to the role. Primary Goal will not discriminate against job applicants on the
grounds of previous criminal convictions that have no relevant bearing on the post being applied for.
Upon an offer of employment being made to a candidate in possession of a criminal conviction, a
risk assessment will be completed by the Shared Services Manager and the Chief Operating Officer
to demonstrate that all risks have been considered and mitigated.

Internal Recruitment

It is important that we recruit people that are suitable for the position and who will deliver high
standards. We take the recruitment, development and promotion of our staff seriously and we do
this by following a fair and non-discriminatory process. We are committed to the safeguarding and
welfare of children and vulnerable adults and will ensure that all relevant checks are completed to
ensure safe recruitment is conducted in line with our processes and procedures, and relevant
statutory guidance.

Any opportunities for promotion will be advised and open to all members of staff and if you feel you
have the skills and experience to bring to the role then we welcome your application and any
questions that you may have.

Record Keeping

We will keep a clear record of all information considered in the decision making, along with decisions
made.
The Equality Act 2010 places a positive obligation on the Organisation to make all adjustments that
are deemed reasonable where these have the purpose of removing or reducing substantial
disadvantages faced by disabled individuals, when compared to non-disabled individuals.
The duty arises in relation to any:

• Workplace provision, criterion or practice.
• Physical feature within the workplace.
• Provision of auxiliary aids or service.

Our Commitment as an Employer

Primary Goal is committed to taking positive and proactive steps throughout the recruitment
process and the ongoing employment of our workforce to ensure appropriate and effective
adjustments are put in place.

This commitment covers the following areas of our organisation; this is a non-exhaustive list and
adjustments to other areas may be appropriate depending on the circumstances:

• Application process
• Recruitment assessments
• Interview process
• Induction sessions
• Workloads
• Working hours
• Workspaces
• Training sessions
• Absence management

As an employer, we would encourage all employees to submit any requests or raise adjustment
matters with their line manager as soon as possible. Any requests or matters raised will be treated
positively and sensitively in line with our commitment, and no detriment, harassment or
unfavourable treatment will result as a consequence of an employee bringing any adjustment
matters to the attention of their line manager.

Onboarding

All staff hired to work for Primary Goal will undergo a thorough Company Induction and Onboarding
process which will include completing mandatory training including, but not limited to,
safeguarding, Prevent and ‘Keeping Children Safe in Education’ guidelines. This training will be
reissued to staff at least every 2 years to ensure knowledge around these areas is kept up to date.

Re-engagement

Employees who leave Primary Goal under good terms may be eligible for re-hire should they apply
for an advertised position. Candidates will be assessed on their merits compared to the criteria of
the role and will be required to undergo the same application and interview process as all other
candidates.

Review

Primary Goal will continue to review the contents of this policy and review annually.