Step 5. Decision

The fifth step in the safer recruitment process is to decide which applicant or applicants to offer the role to. 

Making a decision

All recruitment decisions need to be:

• Fair - in line with equality legislation.
• Relevant - based on a person's experience, ability, and suitability to perform the tasks and responsibilities of the role (described in the Role profile and Person Specification).
• Objective - based on the information given on the expression of interest form and at interview.
• Documented - a record should be kept of the process used to make your decisions which can be referred back to if needed. 
• Safe - A person's attitude to, and motivation for wanting to work with children, young people or adults at risk of harm should also be an important factor in making your decision.

Part of following a safer recruitment process means that your decision should not be based on the urgency of need or the availability of the applicant, no matter what pressures there may be to fill the vacancy.

A conditional offer should be made in writing to the successful applicant and include information about the next steps in the process, which checks will be made and what this will involve.

Deciding not to offer

If someone is not suitable for a role, they should not be appointed. The safety and wellbeing of vulnerable groups in your organisation is the priority.  

For formal processes, all applicants should be notified in writing of your decision. If an unsuccessful candidate asks for the reasons why they have not been offered the role or asks for feedback, it should be given with sensitivity and be based on the criteria above.