Safer Recruitment

Aim

To set out the minimum requirements of a recruitment process that aims to:

• Attract and select the best possible applicants to vacancies
• Deter Identify and reject prospective applicants who are unsuitable for work with children or young people
• Meet statuary requirements of the Equality Act 2010
• Treat all applicants fairly and clearly.
  
  Procedures
  At Peterborough United Football Club we are vigilant in our recruitment procedures.
  We follow this procedure every time we recruit a new member to our team.
  
  Identification of recruiting panel
• We have a minimum of two people on our recruiting panel. The same two people are involved at each step of the recruitment process.
• At least one member of the panel will have attended training in safe recruitment procedures.
  
  Advertising
• We use the Peterbrough United website to advertise any new vacancies
• Recruiting Managers will also consider the below outlets for advertising vacancies (free of charge), to address under representation in our workforce:
  1. Kick It Out (info@kickitout.org)
  2. Level Playing Field (info@levelplayingfield.org.uk)
  3. Women in Football (jobs@womeninfootball.co.uk)
  4. Pink Jobs (Click Here)
  5. Sporting Equals (Click Here)
   
• All our adverts include a ‘recruitment and selection policy statement’ which gives details of our equal opportunities policy and safe recruitment procedures
  
  “Peterborough Unitedis committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. All applicants are subject to a satisfactory enhanced Criminal Records Bureau disclosure and at least two independent references.
  
  Job application pack / recruitment materials
• Any person enquiring about the post will be supplied with a job application pack which as a minimum, will include:
  - Job description/person specification and advert
  - A copy of our recruitment and selection policy (this document)
• All applicants must complete a minimum of a CV and cover letter, specific to the job for which they are applying.
• Alternative formats can be provided upon request and any access requests for interview should also be raised at the application stage.
  
  Short-listing
• We shortlist all candidates against the person specification for the post.
• We ensure all applicants receive correspondence regardless of whether they are successful in reaching the interview stage or not.
• We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of their marital status, age, gender identity, ethnicity, religious belief, disability or sexual orientation.
  
  Interview stage
• Interviews will always be face to face.
• A minimum of two people, usually the manager and the deputy, will sit on the interview panel. Both will be involved in the overall decision making.
• At the interview, each candidate will be required to prove their identity against photo ID (for example a passport, birth certificate or driving licence) and also produce documents to prove they are eligible to work in the UK.
• At the interview, candidates will be questioned using the same set criteria and same questions. The questions will be formulated from the essential criteria listed in the person specification.
• Candidates will always be required
  
  - to explain satisfactorily any gaps in employment
  - to explain satisfactorily any anomalies or discrepancies in the information available
  - to declare any information that is likely to appear on a CRB disclosure
  - to demonstrate their capacity to safeguard and protect the welfare of children and young people
   
• Each shortlisted candidate may be asked to take part in a practical exercise, where relevant to the role (e.g. coaching).
• The manager and deputy will then select the most suitable person for this position based on these scores and their knowledge and understanding.
• Each candidate will receive communication stating whether they have been successful or not.
• Any adjustments for interview will be accommodated, where possible.
  
  Employment checks
• The successful candidate will be offered the position subject to at least two references from previous employment or in the case of a newly qualified student, their tutor and a personal or professional reference. These references will be taken up BEFORE employment commences.
   
• Referees will be sought directly from the referee. References or testimonials provided by the candidate will never be accepted.
• Referees will always be asked specific questions about
  - the candidates suitability for working with children and young people
  - any disciplinary warnings, including time expired warnings that relate to the safeguarding of children
  - the candidates suitability for the new post
• The successful candidate will be subject to an enhanced Disclosure and Barring Service (DBS) check whether they currently hold an enhanced CRB or DBS check or not, if they are to be undertaking regulated activity. This will be initiated before the member of staff commences work and they will not have unsupervised access to any child or their records before this check comes back clear.
• All qualifications will be checked against actual certificates and copies taken for their personnel files.
  
  Induction
• For all new staff, a clearly written and structured induction programme is in place. The programme includes training, shadowing and opportunities to read and discuss the club’s policies and procedures.
   
• As a minimum, new staff members will be provided with a copy of the following:
  1. Equality Policy
  2. Safeguarding Policy
  3. Health and Safety Policy
  4. Staff Handbook
   
• An induction plan sets out what new staff members will cover before beginning work and during the induction period.
   
• Throughout the induction period, all new staff members will receive regular meetings with the manager and their mentor to discuss how it’s going and identify any further training and development needs.
   
• Any reasonable adjustments to the working environment or working pattern should be discussed with the manager during the induction period.