Step 1. Prepare

The first step in the safer recruitment process is preparation. Each role is going to be different, so it’s important from the start to clearly identify the function, tasks and needs of the role before you begin recruiting.

For each role, whether paid or voluntary, you will need to create a written, clear and up to date:

• Role profile giving the duties, tasks, and responsibilities of the role.
• Person specification outlining the experience, personal characteristics and any relevant qualifications needed for the role.

The responsibilities and frequency of the work will determine if the role meets the eligibility criteria for a criminal record check or membership of a PVG Scheme and if so, what level of check or scheme membership is needed.

The role profile

A role profile, also known as a role description, should clearly state what a particular role involves so that people can make an informed decision about whether they are interested. It creates a shared understanding and makes organisations safer by clearly communicating the expectation to work in safe ways from the beginning.

The role profile should include:

• The purpose of the role
• Key duties and responsibilities involved.
• Skills and abilities required for the role. Make sure these are relevant and reasonable and don’t unfairly exclude anyone.

Be specific so that people can decide if they are willing and able to do all of the things you are asking of the role. Be clear about aspects of the role that involve direct contact with vulnerable groups, especially activities that require particular ways of working and extra levels of accountability to be safe e.g. providing personal care,1:1 mentoring, or pastoral support.

However formal or informal your process is, you should always consider:

• The essential skills, values and knowledge needed by the applicant.
• Any non-essential skills, experiences and knowledge that are desirable in an applicant.
• Any additional qualities the applicant may have above what has been asked for.

Many formal person specifications are written so that ‘Essential’ and ‘Desirable’ elements are highlighted for the candidate.