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Organisations that provide services for children and/or vulnerable adults can set out in a safeguarding policy how they recruit staff to ensure these groups are protected. What should be included and how can you explain the checking process?
Employers can check with the Disclosure and Barring Service (DBS) whether or not applicants have criminal records, including details of spent convictions. Here are six key points to include in a safeguarding policy.
1. Reiterate your commitment to equal opportunities
Employers can use their safeguarding policy to underline their commitment to equality legislation when carrying out recruitment checks.
Wording should reiterate that the organisation is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their skills, abilities, experience, knowledge and, where appropriate, qualifications and training.