Purpose

WMBC is committed to safeguarding children, young people, and adults at risk.

This policy applies to all roles involving work with children and vulnerable adults and is designed to ensure safe and fair recruitment practices, preventing unsuitable individuals from working with these groups.

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Key Principles

• We follow UK safeguarding laws and guidance.

• Recruitment decisions are fair, consistent, and based on merit.

• Safeguarding is considered at every stage.

• All staff and volunteers working with vulnerable groups are properly checked and trained.

 

Who this applies to

This policy applies to:

• Paid staff

• Volunteers

• Contractors working on behalf of WMBC

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Recruitment Process (Overview)

All recruitment follows these steps:

1. Define the role

2. Advertise the role

3. Application process

4. Shortlisting

5. Interview

6. Checks (DBS, references, etc.)

7. Offer and induction

 

Defining the Role

Each role must have:

• A clear job description

• A person specification (skills, experience, behaviour)

• A statement about safeguarding responsibilities

 

Roles should be reviewed before recruitment to ensure they are still needed.

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Advertising

All adverts will:

• Clearly describe the role and requirements

• Include safeguarding commitment

• State if a DBS check is required

• Confirm equal opportunities

 

Applications

• All applicants must complete a WMBC application form (CVs alone are not accepted)

• Full history (education, work, volunteering) must be provided

• Gaps must be explained

• Applicants must declare:

  • Right to work in the UK

  • Criminal convictions (where required)

• A signed declaration confirms the information is true

 

Shortlisting

• Based on the person specification only

• At least two people review applications

• Look for:

  • Relevant experience

  • Gaps or inconsistencies

 

Interviews

• Conducted by at least two people (one trained in safer recruitment)

• Same core questions asked to all candidates

• Includes safeguarding questions

• Explores:

  • Experience with vulnerable groups

  • Attitudes and boundaries

  • Employment history gaps

 

Suitability Concerns
Warning signs may include:

• Poor understanding of safeguarding

• Inappropriate attitudes or language

• Lack of clear examples of experience

• Unwillingness to work with others

 

Pre-Employment Checks
DBS Checks

• Enhanced DBS required for relevant roles

• Checked before starting work

• Renewed every 3 years (or via update service)

 

References

• Minimum of two references

• One must be from the most recent employer

• Must confirm suitability to work with vulnerable groups

 

Other Checks

• Identity verification

• Right to work in the UK

• Overseas checks if applicable

 

Offer of Role
All offers are conditional on:

• Satisfactory DBS check

• Suitable references

• Completion of all required checks

 

Induction & Probation
All new staff/volunteers will:

• Complete safeguarding training

• Receive supervision during probation

• Undergo a 6-month probation period

 

Outcomes:

• Confirmed in role

• Probation extended

• Employment ended

 

Ongoing Safeguarding

• Regular supervision and annual appraisal

• Safeguarding training kept up to date

• Concerns handled under safeguarding policy

 

Complaints
Applicants can raise concerns about recruitment by contacting WMBC.

 

Complaints will be handled fairly and promptly.

Review
This policy will be reviewed at least every 3 years.