Safer Recruitment Policy & Guidance April 2024 ( Updated September 2024)
In this section
- Part 1: Safer recruitment policy
- Scope
- Policy statement
- Roles and responsibilities
- Context
- Part 2: Safer recruitment procedures
- Information for Candidates
- Application form
- Shortlisting and Interviewing Panel
- Interview
Shortlisting and Interviewing Panel
The shortlisting process will usually involve 3 people, but at least 2 people. Consideration should be given to representing diversity within the panel. The same selection panel should short list and interview the candidate. Please note that shortlisting should not be delegated to one panel member; it is important that all panel members are involved.
At least one member of the panel should have undertaken safer recruitment training.
The members of the panel will:
- Have the necessary authority to make decisions about the appointment;
- Declare an interest if they have a close association or relationship with any candidate and excuse themselves from the panel if appropriate;
- Meet before the interview to agree their assessment criteria in accordance with the job profile and to prepare a list of questions they will ask all candidates relating to the requirements of the post;
- Identity any issues they wish to explore with each candidate based on the information provided in their application form and in the references (if received prior to the interview;
- Notes of the applicant’s interview answers should be collated by the chair of the panel and stored for 6 months.
All application forms should be scrutinised to check:
- They are fully and properly completed. Incomplete applications should not be accepted;
- The information is consistent and does not contain any discrepancies;
- Gaps in employment or training and reasons given for them
- History of repeated changes of employment without any clear career or salary progression or a mid-career move from a permanent to temporary post and reasons given.
The panel will:
- Consider any inconsistencies, discrepancies or gaps in employment and reasons given for them
- Explore all potential concerns
Candidates will be asked to complete a self-declaration of their criminal record or any information that may make them unsuitable to work with children or adults at risk. This information will not be shared with the Interviewing panel until they have selected the preferred candidate.
However, we would welcome candidates who wish to share any relevant information contacting the Manager directly for an informal, open discussion at an earlier stage, should they wish to do so.
We appreciate that 27% of working age adults in the UK have a criminal record and any information shared will be treated sensitively and fairly.