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Recruitment Policy

We ensure safe and fair selection and recruitment. Safeguarding and the welfare of children are integral to our process. We expect all staff and volunteers to share in this commitment. We adhere to all relevant equal opportunities legislation so that appointees are not discriminated against on the grounds of race, nationality, gender, religion, age, disability, marital status or sexual orientation.

We provide a job description and person specification for each position. Employees are recruited based on the knowledge, experience and skills needed for the job. A panel (two members of the staff with the safer recruitment qualification) carries out the interview and selection. Selection is normally based on a minimum of completed application form, references, shortlisting and interview after being advertised on our website, in the job centre and/or in the local/national press. We seek references to obtain objective and factual information to support appointment decisions. We obtain them directly from two referees for short listed candidates, including internal ones, before interview.

We aim to give successful applicants a clear understanding of the post and what is expected of them. We aim to leave a positive image with unsuccessful applicants and offer interview feedback.

Our interviews assess the merits of each candidate against the job requirements, and explore their suitability to work with children, and always include a face-to-face interview, even if there is only one candidate.

Interviewers agree assessment criteria in accordance with the person specification. Where a member of the selection panel knows a candidate personally a declaration of interest is noted.

During interview we explore: the candidate’s attitude toward children and young people; their ability to support safeguarding and promote the welfare of children; gaps in the candidate’s employment history; concerns or discrepancies arising from the information provided by the candidate and/or a referee; ask the candidate if they wish to declare anything in light of the requirement for a DBS check.

An offer of appointment to the successful candidate is conditional upon: the receipt of at least two satisfactory references; verification of the candidate’s identity; verification of the candidate’s medical fitness; verification of qualifications; verification of professional status; a satisfactory DBS Enhanced Disclosure; verification of a successful three month completion of statutory induction period and verification of eligibility to work in the UK.

Evidence for identification is photocopied and signed and dated by the administration team.

We give an induction programme to newly appointed staff regardless of previous experience.

Review frequency:Annually
Date of last review:September 2016

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