Safer Recruitment
Policy Statement
Regenerate Mentoring is committed to safeguarding and promoting the welfare of children, young people, and adults at risk. We recognise that safer recruitment is essential to deterring and preventing unsuitable individuals from working within our organisation.
Our recruitment and selection procedures follow statutory guidance, including:
Keeping Children Safe in Education (KCSIE) 2025
Working Together to Safeguard Children 2023
Rehabilitation of Offenders Act 1974
Local authority safeguarding partnership guidance
Aims
To ensure all appointments are made on merit, using fair and transparent processes.
To confirm the identity, suitability and qualifications of all staff, mentors, and volunteers.
To safeguard children, young people, and adults from harm by preventing inappropriate appointments.
To promote equality, diversity, and inclusion within recruitment.
Roles and Responsibilities
DSL: Jonny Doidge
Deputy DSL: Amy Doidge
The Senior Leadership Team is responsible for ensuring recruitment complies with this policy.
All staff involved in recruitment must be trained in safer recruitment practices.
Recruitment Procedures
Our safer recruitment process includes:
Advertising
All job adverts will include our safeguarding commitment.
Roles requiring DBS checks will be clearly identified.
Application Process
Candidates must complete a standard application form (CVs alone are not accepted).
Applicants must declare gaps in employment history and explain them.
Shortlisting
Applications are reviewed against the person specification.
Safeguarding concerns or unexplained gaps are followed up prior to interview.
Interviews
At least one panel member will be trained in safer recruitment.
Interviews include safeguarding-related questions to assess suitability.
Pre-Employment Checks
Enhanced DBS check (with barred list check where applicable).
Verification of identity, right to work in the UK, and relevant qualifications.
At least two references, one from the most recent employer, verified verbally.
Medical fitness check (where required).
Ongoing Checks and Training
DBS checks are renewed in line with best practice and local authority requirements.
Staff and mentors must sign a declaration annually confirming ongoing suitability.
All staff receive safeguarding induction and ongoing training.
Volunteers, Contractors and Agency Staff
Volunteers who work unsupervised or regularly with young people will undergo the same checks as employees.
Contractors and agency staff must provide evidence of appropriate vetting by their employer.
Allegations and Concerns
Any concerns arising during recruitment will be referred to the DSL/Deputy DSL.
Where a candidate is deemed unsuitable due to safeguarding risks, appropriate action will be taken, including referral to the DBS if required.
Recruitment processes are reviewed annually to ensure compliance with legislation and best practice.
Lessons from safeguarding reviews are incorporated into recruitment procedures.
Last Reviewed: September 2025
Next Review Date: September 2026