Safe Recruitment Policy


We always ensure that we use safe recruitment practices to ensure that all people working with the children in our care are safe and qualified to do so. When recruiting paid staff or volunteers we will follow the procedures set out below.


Advertising the vacancy

We will advertise all vacancies, and any job advertisements will include a statement about our commitment to safeguarding children.


Initial enquiry

Upon enquiring about a vacancy, we will send potential candidates:

  1. a job description

  2. a person specification

  3. an application form


The application form includes:

  1. instructions that the application form must be completed by hand

  2. a declaration that all information is correct

  3. a section under the Rehabilitation of Offenders Act that asks if the applicant

has been awaiting a verdict, convicted, or cautioned for any relevant offence • a request for the contact details of two referees one of which should be the

last employer; (if this is the candidate’s first job, their course tutor is a suitable alternative)

In order to be considered for interview, all applicants must submit a hand-written application form by the stated closing date. We will only accept CVs if they are also accompanied by our standard application form completed as required.


Interview procedure

We will notify all candidates selected for interview by letter. All candidates will be asked to bring to the following items to the interview:

• proof of identity, eg passport, driving licence or birth certificate
• proof of address, eg recent utility bill (not mobile phone) or bank statement • proof of qualifications, ie the relevant certificates
• for non-British nationals, proof of the right to work in the UK (as required by

the Asylum and Immigration Act)


Appointing a new member of staff

When we have selected the successful candidate, we will

• send him or her a written offer, which will clearly state that it is subject to the receipt of suitable references and a clear enhanced DBS check

• contact both referees for a reference, including asking them if they have any child protection concerns about the candidate.

• ask the candidate to complete a health questionnaire • notify any unsuccessful interviewees

We will also take photocopies of the new member of staff’s qualification certificates and proof of identity and keep these on file, together with their DBS details.

When a new member of staff starts work we will give him or her:

  1. our Club policies, and ensure that they sign a policy confirmation form to confirm that they have read and understood them; the form will be kept on file

We will conduct a full induction and orientation programme with all new members of staff as set out in our Staff Induction policy.