Policy
Safer recruitment
Our learners trust the people who coach and support them, so we take great care over who we appoint. This policy sets out how we recruit everyone who works with our apprentices and adult learners: fairly, on merit, and with the checks that keep learners safe.
At a glance
- Fair and merit-based. Every applicant is assessed against the same person specification.
- Safe. References, identity, right to work and, where the role requires it, DBS checks.
- Inclusive. A criminal record doesn't automatically rule anyone out.
- Accessible. Reasonable adjustments at every stage.
- Trained recruiters. At least one person on every panel is trained in safer recruitment.
Our values in recruitment
- Nurture. We look for people who create a caring, supportive environment where learners feel safe.
- Genuine. We're open and honest throughout the process, and we expect the same from applicants.
- Dedicated. We look for people committed to their learners, who follow procedures that protect them.
- Courageous. Our panels ask clarifying questions and follow up anything unclear in an application or reference.
- Empower. We train everyone we appoint in safeguarding, and look for people who build learners' independence and confidence.
Our principles
- We appoint the best person for the job, on merit.
- We treat every applicant fairly, with respect and courtesy, whatever the outcome.
- We follow employment law and our equality, diversity and inclusion policy, and avoid criteria that could indirectly discriminate.
- We advertise roles internally and externally, to support our team's development and reach a diverse range of applicants.
- Anyone involved in selection who knows an applicant personally must declare it.
How we recruit
1. The role. Every vacancy has an up to date job description and person specification, with essential and desirable criteria that relate directly to the job. Roles that involve working with learners clearly set out their safeguarding responsibilities.
2. Advertising. Our adverts include our commitment to safeguarding, and state when a DBS check is required.
3. Shortlisting. At least two people shortlist, assessing every applicant against the person specification.
4. Selection. Shortlisted applicants are told in writing what the process involves, and asked whether they need any adjustments. Interviews follow the same structure for everyone and always include questions about safeguarding.
5. References. We normally take up two references after interview, and only with your consent.
6. Offer. Offers are subject to satisfactory references, right to work in the UK, identity checks and, where the role requires it, a DBS check.
7. Induction. Everyone we appoint completes an induction, including safeguarding training, before working with learners.
If you haven't heard from us within three weeks of the closing date, please assume your application hasn't been successful on this occasion. Unsuccessful interview candidates always receive a written outcome, and feedback on request.
Checks we carry out
- Identity and right to work for everyone we employ or engage.
- Disclosure and Barring Service (DBS) checks at the level the role requires, including barred list checks for regulated activity, renewed regularly.
- References, including suitability to work with young people and adults at risk.
- Qualifications relevant to the role.
- Prohibition from teaching checks where relevant, and online checks where appropriate.
All of these are recorded in our single central record.
Applicants with a criminal record
We welcome applications from people with a criminal record, and we select candidates for interview on their skills, qualifications and experience. We follow the Rehabilitation of Offenders Act 1974 and the DBS Code of Practice.
- We normally ask only about unspent convictions. For roles exempt from the Act, we'll also ask about spent convictions that aren't protected, and we make this clear in the advert.
- If you disclose a conviction, or one is revealed by a DBS check, we'll have an open, measured conversation with you before making any decision.
- We consider how serious and relevant the offence is to the role, how long ago it happened, the circumstances, and anything else you'd like us to know.
- Information is seen only by those who need it, stored securely, and used only to assess suitability for the role.
- Not disclosing a conviction that should be disclosed may lead to an offer being withdrawn.
A copy of our DBS statement is available on request.
After you join
Safeguarding training is renewed every year, supervision includes safeguarding, and DBS checks are renewed regularly for relevant roles. Anyone convicted of an offence while working with us must tell us straight away, so we can consider it fairly.
Questions
For questions about our recruitment process, call 0116 235 8000 or email info@traintogetherltd.co.uk. See our current vacancies on our Careers page.
Related policies: Safeguarding and Prevent · Equality, diversity and inclusion · Privacy notice