-
Help and resources
- Safeguarding Helpline
- Frequently Asked Questions
-
Knowledge Hub
- Our 10 standards
- Governance
- Culture
- Safeguarding policy
- Safer recruitment
- Training & awareness
- Working safely
- Managing Workers
- Partnership working
- Responding to concerns
- Those who pose a risk
- Legal frameworks
- Definitions
- Publications
- Research
- Shop and resources
-
Ebulk recruiter resources
- Guide for Recruiters
- Applicant guide
- Basics guide
- Media Checks - Applicant Guide
- DBS Recruiters Training
- DBS Forms Hub
- Basic Disclosures
- Change of details
- Employment at risk escalation
- Bespoke DBS Recruiters Training
- DBS ID checking requirements
- Applicant guidance - digital id checking
- DBS User-guides
- Switch to online DBS checks
-
Help Guides
- I'm a Safeguarding Lead
- I want to work safely with children and young people
- I want to teach my child personal safety
- How can I support someone who self neglects?
- Online Safety
- Someone I care about was abused
- My child has been abused
- Working with disabled children and young people
- How to Respond to an Allegation of Abuse
- I was abused as a child
- How should I discipline my child?
- Caring for people with Dementia
- Safeguarding Adults
- I need someone to talk to
- How can I support a child who's been abused?
- Understanding underage sex
- Paper Recruiter Resources
- AccessNI Recruiter Resources
- Additional sources of support
Application form
All applicants for voluntary or paid positions should complete a standard application or expression of interest form.
For informal processes, this could be a short expression of interest form that captures key information such as why a person would like to be involved, what skills they would bring and their willingness to undertake any necessary checks and training.
For a more formal process, this would be a longer application form that asks for more information, such as qualifications, work experience, and evidence that the person meets the role description and person specification.
Using a standard from is better than accepting CV's as it allows you to gather all the information you need to make a good recruitment decision. It also ensures a fairer process as the information asked for is the same for everyone.
Your safer recruitment process should be accessible to all. If a written form is a barrier for someone, and writing is not a requirement of the role, you should provide alternative ways for them to express their interest e.g. formats compatible with assistive technology, verbal/signed expressions of interest that someone else writes down, forms in translation etc.
All expressions of interest forms should include:
- Name, address and contact number(s).
- Information in support of the application (based on the role profile and person specification).
- A declaration that the information they give is true and accurate.
- Agreement to a criminal record check or membership of a PVG scheme should they be appointed (where appropriate).
- A place for the signature and the date the form was completed.
- Contact details of named references in line with role requirements.
- Information about any other checks you will undertake as part of the process.
More formal applications should also include:
- Qualifications
- Employment history
- Work and other relevant experience
- A longer supportive statement detailing how the person meets the requirements of the role description and person specification
UK law states that you should not ask questions about health and disability as part of the application form, unless it can be clearly justified as necessary to assess the applicant’s ability to proceed to the next stages of the recruitment process or undertake key parts of the role they are applying for.
Application and expression of interest forms can also be used to capture relevant information retrospectively if a person was appointed to a role before a safer recruitment process was established.
Page last updated: 04 November 2025