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It defines the aims and core elements of a safe recruitment culture: planning, fair advertising, robust vetting and checking, secure induction including child protection, and training that supports safe practice and timely responses. 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This policy is for staff, volunteers, and potential applicants. To ensure this, our recruitment and selection policy is in accordance with both local (GSCP) and national (DfE ‘Keeping Children Safe in Education (2023) guidance.  \nAim  \nHaving a safe culture is a key part of Safeguarding. Safer Recruitment has key elements which are.  \n• A robust recruitment and selection process by  \no identifying and rejecting applicants who are unsuitable to work with children, young people, and vulnerable adults.  \no further developing a robust safer recruitment process  \n• Relevant vetting and checking process  \no responding to concerns about the suitability of employees and volunteers once they have been recruited.  \n• A robust induction by  \no ensuring that all new staff and volunteers participate in the induction process which includes Child Protection.  \n• A good training infrastructure  \no promoting safe practices and challenge poor or unsafe practice  \no enabling prompt and appropriate responses to concerns about astudent's welfare and know the supporting and referral process.  \nBridge Training has an effective recruitment process including the undertaking of full pre-employment checks ie DBS checking, evidence of identity, evidence of eligibility to work in the UK two satisfactory references, proof of qualifications (if necessary for the post), a standard job application form (CVs are not acceptable) and also having effective induction, training, and supervision processes in place to ensure all staff are aware of their responsibilities with regards to safeguarding.  \nStages of the recruitment process (see Appendix 1) Stage 1 – Planning the recruitment process & defining the role  \nTaking a planned and structured approach will help.  \n• minimising the risk of someone unsuitable  \n• ensuring that the process is fair.  \n• detailed records are kept for audit and future reference.  \n• Creation of job description and person specification  \n• Identify interview panel.  \n• Gather resources.  \nFor any role working with young people and vulnerable adults, the job description will highlight the Safeguarding responsibilities.  \nStage 2-Advertising the Role  \nThe job advert will include a clear Safeguarding message with a statement about Bridge Training’s commitment to Safeguarding:  \n‘Bridge Training Ltd is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment’.  \nThe job description will include a reference to the responsibility for safeguarding and promoting the welfare of children, young people and adults and the person specification will include suitability to work with our students.  \nThe job advert will also detail the requirement for the completion of an enhanced DBS disclosure check. This will also be reflected in the information pack sent to all applicants, along with the requirement to complete a self-disclosure form, due to the post being exempt from the Rehabilitation of Offenders Act 1974.  \nAll candidates will be directed to Bridge Training’s website to read our Child Protection Policy.  \nAll correspondence between Bridge Training and an applicant (whether by email or post) will be stored in a file to provide a chronological track of all communication sent and received. To ensure we comply with the GDPR. Bridge Training will shred the information of all unsuccessful candidates.  \nAll roles are advertised on our website and on other external sites so that a wide selection of applicants can be attracted.  \nStag","cbCainpqNXAF6elN","https://ap.wps.com/l/cbCainpqNXAF6elN","pdf",261077,8,9,"English","# Statement\n# Aim\n# Safer Recruitment Key Elements\n## Planning the recruitment process & defining the role\n## Advertising the role\n## Application process","[{\"question\":\"Who does this Safer Recruitment Policy apply to?\",\"answer\":\"The policy applies to staff, volunteers, and potential applicants for roles at Bridge Training Ltd.\"},{\"question\":\"What pre-employment checks are required?\",\"answer\":\"The policy requires full pre-employment checks including enhanced DBS checking, evidence of identity and eligibility to work in the UK, two satisfactory references, and proof of qualifications where necessary.\"},{\"question\":\"How are safer recruitment stages structured?\",\"answer\":\"The process is staged: planning and defining the role, advertising with safeguarding messaging, then a standard application process that collects required core data and enables initial sifts and follow-up checks.\"}]","Safer Recruitment Policy - Version 8 - January 2024 | PDF",1789832199]