Safeguarding vulnerable adults is of vital importance within any company or organisation. If your organisation works with vulnerable adults, it’s essential that the recruitment policies and procedures you have in place reflect your commitment to protecting them.
To help put safeguarding vulnerable adults at the forefront of your recruitment process, please see below our four best tips to help you:
Update your safeguarding policy
Review your organisation’s safeguarding policy regularly to make sure your current recruitment practices reflect that the staff you recruit are suitable to work with vulnerable adults.
Always keep up-to-date with current best practice, and update your policy as necessary.
Please find this useful resource by The Social Care Institute for Excellence regarding the safeguarding of vulnerable adults: http://bit.ly/1RPAxXR
Make applicants aware you may be applying for DBS checks
Some job roles will require applicants to have a Disclosure and Barring Service disclosure (or DBS certificate, formerly known as a CRB check).
If this is the case, make clear to the applicant from the outset that you’ll be carrying out a DBS check due to what their role involves.
By keeping your applicants in the know, you’ll help manage their job expectations and keep your recruitment process open and transparent.
Explain the different levels of DBS check to applicants
Clarify the different types of DBS check, what each one involves and what information could be disclosed on an applicant’s certificate, if applicable.
Make the applicant aware that if their role will involve regulated activity with vulnerable adults and they meet the set criteria, they may be required to have a check carried out against the adults’ barred list.
In turn, the DBS checking process will run more smoothly if the applicant fully understands how it works and their role in it.
Make it clear to applicants that your employment offer may be conditional
Some job offers may be conditional depending on the outcome of the DBS check, and whether or not the results meet their company criteria.
If this is the case, make it clear to your applicants when making the job offer. Otherwise, you could run the risk of facing legal action if you then withdraw an offer because of the results of a DBS check.
Explaining this to applicants will also help them understand the requirements of the role, and communicate the importance of safeguarding vulnerable adults within your organisation.
Safeguarding vulnerable adults: tips for the recruitment process – a summary
If your organisation works or is involved with working with vulnerable adults, protecting the vulnerable people you work with should be at the core of everything you do.
This will help you attract applicants who share your values and understand the importance of protecting vulnerable groups.
The employing organisation must apply for the DBS check on the job applicant’s behalf, as individuals are unable to apply for DBS checks themselves.
Try to communicate your commitment to safeguarding vulnerable adults throughout your entire recruitment process and be as open as possible with your potential applicants at every stage.