Safer Recruitment Policy

Overview

Policy Statement

Beyond Barriers Pathways CIC is committed to safeguarding and promoting the welfare of all young people and vulnerable adults accessing the provision. We recognise that safer recruitment practices are an essential part of creating a safe environment and preventing unsuitable individuals from working with vulnerable young people.

Beyond Barriers Pathways CIC expects all staff, volunteers, contractors and partner organisations to share this commitment to safeguarding, inclusion and professional conduct.

This policy is written in line with:

  • Keeping Children Safe in Education (KCSIE)
  • Working Together to Safeguard Children
  • The Children Act 1989 & 2004
  • Safeguarding Vulnerable Groups Act 2006
  • Equality Act 2010
  • UK GDPR & Data Protection Act 2018
  1. Purpose

The purpose of this policy is to:

  • Ensure robust and consistent safer recruitment procedures.
  • Prevent unsuitable individuals from working with young people and vulnerable adults.
  • Promote safe working practices and professional boundaries.
  • Ensure compliance with safeguarding and employment legislation.
  • Support a culture of vigilance and safeguarding throughout the organisation.
  1. Scope

This policy applies to:

  • Employees
  • Volunteers
  • Directors
  • Agency staff
  • Contractors
  • Work placement supervisors
  • Any adult working on behalf of Beyond Barriers CIC
  1. Recruitment Principles

Beyond Barriers CIC is committed to:

  • Recruiting individuals who are suitable to work with vulnerable young people.
  • Maintaining fair, transparent and inclusive recruitment practices.
  • Applying safeguarding and welfare considerations throughout recruitment processes.
  • Ensuring all recruitment decisions prioritise the safety and wellbeing of young people.

All recruitment decisions will be based on:

  • Suitability for the role
  • Relevant qualifications and experience
  • Safeguarding considerations
  • Professional values and conduct
  1. Recruitment Process

The recruitment process will include:

  • Clear job descriptions and person specifications
  • Safeguarding statements within advertisements
  • Application forms
  • Interviews
  • Identity verification
  • Qualification checks
  • Employment history checks
  • Reference checks
  • DBS and barred list checks where appropriate
  • Right to work checks

CVs alone will not be accepted without a completed application process.

  1. Safeguarding Commitment

All recruitment materials will include a statement confirming that:

  • Beyond Barriers CIC is committed to safeguarding and promoting the welfare of children and vulnerable adults.
  • Enhanced DBS checks will be required where appropriate.
  • Safeguarding concerns or unsuitable conduct may result in disqualification from employment.
  1. Interviews

Interviews will:

  • Assess suitability for working with vulnerable young people.
  • Explore safeguarding knowledge, attitudes and professional boundaries.
  • Review employment history and any gaps in employment.
  • Include values-based questioning where appropriate.

At least one member of the recruitment panel will have appropriate safer recruitment knowledge and understanding.

  1. Pre-Employment Checks

Before employment begins, Beyond Barriers Pathways CIC will complete appropriate checks including:

Identity Verification

Verification of:

  • Passport
  • Driving licence
  • Birth certificate
  • Proof of address where appropriate

Enhanced DBS Checks

Enhanced DBS checks with barred list checks will be completed where required for regulated activity.

Right to Work Checks

Evidence confirming legal right to work within the UK.

Qualification Checks

Verification of qualifications relevant to the role.

References

A minimum of two references will normally be obtained, including:

  • Most recent employer
  • Professional references relevant to the role

References will be reviewed for safeguarding concerns or suitability issues.

Employment History

Any gaps or concerns in employment history will be explored.

Prohibition Checks

Where appropriate, checks will be undertaken regarding:

  • Teaching prohibition orders
  • Section 128 directions
  • Other relevant restrictions
  1. Single Central Record (SCR)

Beyond Barriers Pathways CIC maintains a Single Central Record (SCR) which records safer recruitment checks for:

  • Staff
  • Volunteers
  • Directors
  • Contractors where appropriate

The SCR is reviewed regularly to ensure compliance.

  1. Volunteers & Contractors

Volunteers and contractors working with young people will:

  • Undergo appropriate safeguarding checks
  • Receive safeguarding information and induction
  • Be supervised appropriately according to risk and role

Risk assessments will determine the level of supervision and vetting required.

  1. Induction

All new staff and volunteers will receive induction including:

  • Safeguarding procedures
  • Professional boundaries
  • Code of conduct
  • Whistleblowing procedures
  • Behaviour and SEMH approaches
  • Health and safety
  • Data protection and confidentiality

Staff are expected to read and understand safeguarding-related policies before working directly with young people.

  1. Ongoing Safeguarding Responsibilities

Safer recruitment is part of an ongoing safeguarding culture.

Beyond Barriers Pathways CIC will:

  • Promote professional curiosity and vigilance
  • Encourage reporting of concerns
  • Provide safeguarding and Prevent training
  • Maintain clear whistleblowing procedures
  • Monitor conduct and suitability continuously
  1. Allegations & Concerns About Staff

Any concerns or allegations regarding staff, volunteers or contractors will be managed promptly and appropriately in line with safeguarding procedures.

Where appropriate:

  • The Local Authority Designated Officer (LADO) will be contacted.
  • External agencies may be involved.
  • Suspension or protective measures may be considered.

Safeguarding concerns will always take priority.

  1. Confidentiality & Data Protection

Recruitment information will be:

  • Stored securely
  • Accessed only where necessary
  • Managed in accordance with UK GDPR and Data Protection legislation

DBS information will be handled confidentially and retained only for appropriate periods.

  1. Equality & Inclusion

Beyond Barriers Pathways CIC is committed to fair and inclusive recruitment practices and will not discriminate unlawfully on the basis of:

  • Age
  • Disability
  • Race or ethnicity
  • Religion or belief
  • Sex
  • Sexual orientation
  • Gender reassignment
  • Pregnancy or maternity

Reasonable adjustments will be made where appropriate during recruitment processes.

  1. Monitoring & Review

This policy will be reviewed annually or sooner where:

  • Legislation changes
  • Guidance changes
  • Operational changes require updates
  • Safeguarding incidents indicate review is necessary

Recruitment practices will be monitored regularly to ensure ongoing compliance and effectiveness.

Related Policies

  • Safeguarding & Child Protection Policy
  • Staff Code of Conduct
  • Whistleblowing Policy
  • Equality, Diversity & Inclusion Policy
  • Data Protection & GDPR Policy
  • Health & Safety Policy

Policy Information

Policy Owner: Beyond Barriers Pathways CIC Directors
Approved By: Beckie Cox & Sarah Harris
Review Frequency: Annually
Date Approved: June 2026
Review Date:  June 2027