1. Purpose and scope

This policy applies to the recruitment of all paid staff, trustees, and volunteers, including telephone befrienders, group facilitators, and anyone else who may have contact with service users.

Safer recruitment is a key part of our safeguarding commitment. It helps us to deter and identify people who may pose a risk to vulnerable adults or children, and to make informed decisions about who we appoint.

2. Our commitment

The Healing Hubs is committed to ensuring that all recruitment decisions are made on the basis of merit, in a fair, open, and transparent way.

We will take all reasonable steps to ensure that unsuitable people are prevented from working or volunteering with us.

We will comply with all relevant legislation, including the Rehabilitation of Offenders Act 1974 (as amended), the Equality Act 2010, and the requirements of the Disclosure and Barring Service (DBS).

3. Role descriptions and person specifications

All roles — whether paid or voluntary — will have a written role description and person specification before recruitment begins.

The role description will clearly state whether the role involves regulated activity with vulnerable adults or children, as this determines the level of DBS check required.

4. Advertising and application

All vacancies will be advertised openly and fairly, with a clear statement that the role is subject to a DBS check.

Application forms will ask applicants to declare any relevant convictions, cautions, or other matters that may affect their suitability for the role.

Applicants are also asked to disclose if they are currently under investigation by the police or any regulatory body, even if no charge or conviction has resulted. Advanced disclosure of this kind may be relevant to our assessment of suitability, particularly where the nature of the investigation relates to the safety or welfare of vulnerable people.

We will not ask about spent convictions except where the role involves regulated activity and an enhanced DBS check is required.

5. Shortlisting and interview

Shortlisting decisions will be based solely on the criteria set out in the person specification.

All interviews will be conducted by at least two people, one of whom will be trained in safer recruitment practices.

Interview questions will include questions designed to explore the candidate's suitability to work with vulnerable people, their understanding of safeguarding, and their values and motivations.

Any gaps in employment or volunteering history will be explored at interview.

6. References

We will obtain at least two satisfactory references for all successful candidates before they begin their role.

References will be sought from previous employers or organisations where the candidate has worked or volunteered, particularly in roles involving contact with vulnerable people.

References will be taken up before appointment is confirmed and, where possible, will be verified by telephone.

We will not accept references from family members or personal friends.

7. DBS checks

All staff and volunteers who will have contact with vulnerable adults or children will be required to undergo a DBS check at the appropriate level before starting their role.

Roles involving regulated activity will require an enhanced DBS check with barred list check.

DBS checks will be renewed every three years, or sooner if there is a reason to do so.

A positive DBS disclosure will not automatically disqualify a candidate — we will consider the nature of the offence, how long ago it occurred, and its relevance to the role.

We will not allow anyone to begin working with vulnerable people before a satisfactory DBS check has been received, unless a risk assessment has been completed and appropriate supervision is in place.

8. Induction and probation

All new staff and volunteers will complete a structured induction that includes training on safeguarding, our policies and procedures, and the values and expectations of The Healing Hubs.

Paid staff will be subject to a probationary period during which their suitability for the role will be assessed.

9. Record keeping

We will keep records of all recruitment decisions, including the reasons for appointing or not appointing candidates.

DBS check records will be stored securely and in line with our data protection policy.

10. Review

This policy will be reviewed annually or following any relevant change in legislation or guidance.