Recruitment policy

Outcomes after interview

Unsuccessful - the candidate is not suitable for the position

We will inform unsuccessful candidates of the outcome of their interview, as soon as possible. The hiring manager will provide feedback to candidates if requested. The hiring manager will, where possible, provide some information about where the candidate did not meet the required criteria.

Unsuccessful - placed in the talent pool  

The selection panel may consider placing unsuccessful candidates in the talent pool. This applies to candidates who have met all the selection criteria in the recruitment process.  

We retain talent pool candidates for: 

  • three months following the date of the interview. We may offer automatically offer candidates an equal position  
  • three to six months following the date of the interview. We may invite candidates to interview for an equal position. They do not need to re-apply 

Candidates in the talent pool can request to update their CV or profile. We will remove the candidate's details after six months. If a suitable position becomes available, candidates will have to submit a new application. 

Conditional offer  

Where a candidate is successful, we will make a conditional offer of employment. We then undertake all necessary pre-employment recruitment and vetting checks before making a final offer. Pre-employment checks include, but are not limited to: 

  • identity checks 
  • qualifications and certificates 
  • asylum and immigration (right to work) checks 
  • (enhanced) DBS or criminal records checks 
  • pre-employment medical or health screening 
  • employment and character references  
  • professional registration checks 

We may withdraw a conditional offer of employment where any of the above checks are not satisfactory. We deem what is satisfactory. If candidates fail to complete their pre-employment checks within 15 days of the process commencing, we may withdraw the offer.  

Right to work in the UK  

We carry out a right to work in the UK check.  The check is part of the interview process, before any applicant is permitted to start work. Checks will be undertaken via a digital app.  The process is centrally administered and the hiring manager will be notified of the outcome.

If a candidate cannot provide valid digital documents, the hiring manager will be notified.  We will then need to conduct a right to work document check face to face.

The hiring manager must see the applicant's original documents, with the applicant present, and check that:  

  • the documents are genuine, original and unchanged. The documents belong to the person who has provided them 
  • the dates for the applicant's right to work in the UK have not expired 
  • photos are the same across all documents and look like the applicant 
  • dates of birth are the same across all documents 
  • the applicant has permission to do the type of work we are offering. This includes any limit on the number of hours they can work 
  • students must provide evidence of their study and vacation times 
  • if two documents give different names, the applicant has supporting documents showing why they are different. This can be a marriage certificate or divorce decree.  

For more information see the recruitment and vetting checks policy - Right to Work in the UK.

Additional checks at interview 

As well as Right to Work checks, hiring managers must check: 

  • identify
  • proof of qualifications, applicable to the role 
  • proof of professional registrations, applicable to the role 

The manager must copy the original documents then sign and date them.

Safer recruitment   

We are committed to safeguarding and promoting the welfare of children and vulnerable adults. We expect all staff and volunteers to share this commitment.   

An offer of employment is conditional on satisfactory completion of DBS checks. This will be dependent on the post in question.  

A candidate may refuse to: 

  • an application to the DBS  
  • allow us to see a DBS certificate 

If they do so, will treat them as not having completed the DBS check satisfactorily. No candidate can start employment with us until they satisfy all our specified conditions.  

Not all criminal convictions are a bar to employment. We will consider the result of a DBS check on an individual basis. We will act proportionately when deciding whether or not to proceed with the appointment. However, the protection of safeguarding children and vulnerable adults is our primary concern.  

We recognise that safer recruitment requires a robust, systematic, but sensitive approach. All those involved in the process of recruitment and selection to posts should strictly adhere to this policy.  Safer recruitment is just one part of our approach to safeguarding children and vulnerable adults. In addition to safer recruitment, we ensure the safeguarding of children and vulnerable adults by implementing: 

  • safe working practices 
  • effective training in recognising signs of abuse 
  • effective procedures for responding to concerns