Introduction
Power2 believes that it is always unacceptable for anyone to experience abuse of any kind. We recognise our responsibility to safeguard all children and young people and promote their welfare. The welfare of the child and young person should always be the paramount consideration.
We operate a Recruitment and Selection Policy which ensures that all our staff and volunteers are committed to safeguarding and promoting the welfare of children and young people. Power2 relies on finding the right people to represent our values and commitment to improving outcomes for young people. This helps ensure the safety of the children and young people who attend our programmes or activities and our adult volunteers/staff who provide for their supervision and care.
Power2 acknowledges the importance of developing and enhancing the skills of its workforce through fair employment practice and to monitoring and improving practice at every stage of the recruitment and selection process.
Aims and objectives
The aim of the Recruitment and Selection Policy (including safer recruitment) is to help deter, reject or identify people who might abuse children and young people or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.
The aims of our recruitment policy are as follows:
- to ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position
- to ensure that all job applicants are considered equally and consistently
- to ensure that no job applicant is treated unfairly on any grounds including race, colour, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age
- to ensure compliance with all relevant legislation, recommendations and guidance.
- to ensure that we meet our commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks.
Power2 has a principle of open competition in its approach to recruitment and will seek to recruit the best applicant for the role. The recruitment and selection process should ensure the identification of the person best suited to the role based on the applicant’s abilities, qualifications, experience and merit as measured against the job description and person specification.
The recruitment and selection of staff will be conducted in a professional, timely and responsive manner and in compliance with current employment legislation, and relevant safeguarding legislation and statutory guidance.
If a member of staff involved in the recruitment process has a close personal or familial relationship with an applicant, they must declare it as soon as they are aware of the individual’s application and avoid any involvement in the recruitment and selection decision-making process.
Power2 aims to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies.
Recruitment and selection procedure
The procedures outlined in this policy are applicable to the recruitment of all staff and Trustees. The recruitment procedure for volunteers is outlined in the Volunteers and Intern Policy.
The Hiring Manager will give consideration and follow the principles set out in the equality, diversity and inclusion policy throughout the whole recruitment and induction process.
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A job description is a key document in the recruitment process for staff and volunteers and must be finalised prior to taking any other steps in the recruitment process. It will clearly and accurately set out the duties and responsibilities of the job role. Power2 is committed to fair work. We support day one rights to request flexible working and offer reasonable notice of work patterns for casual engagements, including not cancelling shifts at short notice, in line with the Employment Rights Act 2025.
Where posts are open to all, Power2 will, as far as is reasonably practicable, advertise positions in ways that promote access to people from all sections of the community rather than restrict advertising to a narrow band of specialist journals. Power2 reserves the right, on occasion, to restrict some positions to internal candidates in order to provide development opportunities for existing staff or trainees.
Advertisements will be drawn up to reflect the charity’s equality, diversity and inclusion policy and ensure that no applicant is treated less favourably on grounds of race, faith or belief, gender, marital status, parental status, sexual orientation, disability, age, caring responsibility or recruited on terms that disproportionately disadvantage any protected group.
Any advertisement will make clear our commitment to safeguarding and promoting the welfare of children and young people by including the following statements:
Diversity, Equality and Inclusion
Power2 strives to be a diverse and inclusive place where we can ALL be ourselves. We are committed to equality of opportunity for all staff and applications from individuals are encouraged regardless of age, disability, sex, gender reassignment, sexual orientation, pregnancy and maternity, race, religion or belief and marriage and civil partnerships. We work to ensure that our recruitment process is as inclusive as possible and encourage applicants from all backgrounds to apply. If we can make the application process more accessible to you, please let us know.
Safeguarding
Power2 is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. All successful candidates will be required to have an enhanced DBS certificate (child workforce) in place. We may undertake an online search if you are shortlisted.
Application
Except where posts are restricted to internal candidates, Power2 prefers to use a standard application form. Where an application form is not used, candidates must submit a CV and supporting/personal statement.
Applicants with disabilities defined by the Disability Act 1995 will be asked to disclose this in their application and those meeting the essential criteria will be offered a priority interview. Candidates with disabilities will be asked what adjustments should be in place to enable them to make the most of their interview.
During the application process, Power2 will ask candidates if they are care experienced. In the case that a candidate does identify as care experienced, they are guaranteed an interview if they meet the essential criteria.
All applicants must complete a declaration regarding convictions and working with children and all job advertisements will make it clear that the post is exempt from the provisions of the Rehabilitation of Offenders Act 1974. It is unlawful for us to employ anyone who is barred from working with children or young people. It is a criminal offence for any person who is barred from working with children or young people to apply for a position with us (whether employed or voluntary). All applicants will be made aware that providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and referral to the police and/or the DBS.
All applicants will be required to confirm their eligibility to work in the UK.
All applicants must declare any personal relationship they have with a trustee, chief officer or employee of Power2. Applicants must also disclose any personal, financial, or professional interest they hold in Power2 or any of its subsidiaries—for example, being a current or former volunteer, donor, contractor, supplier, or board/committee member. This information helps us identify and manage any potential conflicts of interest during the recruitment process.
Applications are confidential to those involved in recruitment and, unless there are grounds for suspecting a crime is being committed, it will not be shared with third parties. Applications and other notes made during the selection process will, in any case, be destroyed six months after the end of the recruitment process.
Selection
The person specification informs the selection decision. It details the skills, experience, abilities and expertise that are required to do the job. The person specification will include a specific reference to suitability to work with children and young people.
Applicants will be shortlisted for interview based on the information they provide on the supporting statement within the application form and on no other grounds. Power2 may also decide to conduct an online search prior to interview to help identify publicly available safeguarding concerns.
Where the number of applicants meeting the essential criteria makes it impractical to proceed directly to interview, Power2 reserves the right to undertake further pre-interview assessments. This will be a competency-based test using the criteria provided within the job pack and maybe online or form part of an assessment center.
Information on further assessment will be provided and reasonable notice given to allow candidates time to prepare.
Interview
Interviews will normally be conducted by a panel and will be based on the information supplied in the application pack. Power2 endeavours to share a selection of the interview questions with candidates in advance of the interview to provide some preparation time and allow candidates to represent themselves in the best possible light. At the start of the interview some general questions may be asked initially to help candidates relax but do not form part of the assessment. The main body of the interview will consist of formal questions, which are based on competencies required for the job role.
At least one member of any interviewing panel will have undertaken safer recruitment training or refresher training as applicable.
As part of the process, interviewees may be introduced to the work of the charity through presentations or informal discussion and invited to ask questions about Power2’s work. Interviewees may also be required to undertake other short assessments but will be given notice of this when invited for interview.
All interviews will include at least one question on safeguarding. The question should be adjusted based on the position and whether the successful candidate will undertake ‘Regulated Activity[1]’. Some possible questions to be asked during the interview process are:
- ‘How do you think safeguarding applies to this role?’
- ‘What does safeguarding mean to you?’
- ‘How would you define safeguarding?’
In addition to the safeguarding question the following question must be asked in every stage one interview:
‘Is there any reason why we shouldn’t employ you to work with children and young people?,’ to which the answer must be “no”.
Reasonable expenses, normally second-class fare, will be reimbursed for candidates attending interviews upon request.
Interviewees will be asked to provide evidence of their qualifications and eligibility to work in the UK. This will generally be hard copies of qualification certificates, a passport, National Insurance number or work permit although a list of qualifying documents will be provided when the candidate is invited for interview.
Appointment
Candidates will be notified, either by phone or in writing, about the outcome of their interview, as soon as practicable after the interview has taken place.
We carry out several pre-employment checks in respect of all prospective employees. If it is decided to make an offer of employment following the formal interview, any such offer will be conditional on the following:
- the agreement of a mutually acceptable start date and the signing of a contract incorporating our standard terms and conditions of employment.
- verification of the applicant’s identity (where that has not previously been verified).
- the receipt of two references (one of which must be from the applicant’s most recent employer) which we consider to be satisfactory.
- where the position includes ‘Regulated Activity’ the receipt of an enhanced disclosure[1] from DBS which we consider to be satisfactory.
- where the position amounts to “regulated activity” confirmation that the applicant is not named on the Children’s Barred List.
- confirmation that the applicant is not subject to direction under section 79 of the Charities Act 2016 which prohibits, disqualifies or restricts them from working at a charity, taking part in the management of an independent charity.
- verification of the applicant’s right to work in the UK.
- completion of a confidential new starter medical questionnaire (see appendix 5) to assess any workplace adjustments required and ensure compliance with health and safety obligations.
- any further checks which are necessary because of the applicant having lived or worked outside of the UK.
All applicants will, if successful, be required to undergo an enhanced criminal records check under the Disclosure and Barring Service to ascertain their suitability to work with children and young people.
At induction all candidates are to receive a formal induction and read and confirm their understanding and acceptance of Power2’s Digital and Social Media E-Safety Policy by signing the document.
[1] Regulated Activity is a term used to describe certain job functions carried out by an employee as defined by the Disclosure and Barring Service (DBS). Regulated activities relating to children are split into two groups: work activities and places of work.
[2] A DBS check shows full details of a person’s criminal record such as cautions, reprimands, warnings, spent and unspent convictions. An enhanced DBS check has all the information contained in a standard DBS check. However, with an enhanced check, an employer can also request to see whether a potential or current employee is listed on the Children’s Barred List or Adult First list.
References
All offers of employment will be subject to the receipt of a minimum of two references which are considered satisfactory by us. References will not be sought unless the candidate has been shortlisted for interview. References will generally be taken up in writing, but maybe by phone, provided a record is made in writing, identity is checked and includes the name and contact details of the referee. This should then be retained on file.
References will always be sought and obtained directly from the referee, and their purpose is to provide an objective assessment of skills and ability which provides information to support appointment decisions and to confirm the applicant’s suitability to work with children and any disciplinary history related to safeguarding. All referees will be asked whether they believe the applicant is suitable for the job for which they have applied. The reference form is available in appendix 4.
Successful applicants will be required to supply the names and contact details of two people, one of whom should be the last employer or supervisor, from whom references can be taken.
If the current/most recent employment does/did not involve working with children or young people, then the second reference should be from the employer with whom the applicant most recently worked with children or young people.
The referee should not be a relative. Any discrepancies or anomalies will be followed up.
Disclosure Barring Service (DBS)
The Disclosure Barring Service, an Executive Agency of the Home Office, provides wider access to criminal record information through its disclosure service. The service enables organisations in the public, private and voluntary sectors to make safer recruitment decisions by identifying candidates who may be unsuitable for certain work, especially those that involve children or vulnerable adults. There are two levels of DBS check currently available, Standard and Enhanced Disclosures.
Power2 requests Enhanced Disclosures for all staff, potential staff and Trustees as these individuals are more likely to have contact with children and young people in the office, on programmes and at events/activities. For volunteers the hiring manager will complete a risk assessment considering the work to be undertaken and what information is known about the individual. If the volunteer will not have any access to children or young people and/or confidential data, it is not necessary to obtain a DBS check. See appendix 1 for the volunteer risk assessment.
Power2 will register all delivery staff on the DBS Update Service. This allows Power2 and schools to check if any details have changed on an individual’s DBS certificate since it was issued.
It is Power2’s policy to re-check the DBS certificate every three years of employees and Trustees. If there is a delay for any reason in obtaining a new DBS certificate, then the line manager must complete the risk assessment available in appendix 2.
Procedure
The procedure for obtaining a DBS Certificate is as follows:
- Click this link: https://www.hr-platform.co.uk/individual/application-login/?GfgpNoFhSS6ZqwNvtGUC4yjExWroKF19wYFahFTB0mk%3D
- Please follow the 6-Step process to enter your details.
- Accept the terms as required.
- When you have completed your details, email Jennifer.smith@power2.org to advise that you have created your application online.
- We will then need to see 3 x items of ID as detailed in the attachment (see appendix 3). Note the proof of address must be within the last 3 months.
A copy of the Enhanced Disclosure will be sent out directly to the applicant from the DBS Agency and Power2 will be notified of the status of that disclosure, the date of issue and the disclosure number.
Probationary period
All offers include a probationary period (usually 3–6 months). During probation, managers will set objectives, provide support, and hold documented reviews. Where concerns arise, we will follow a fair process—sharing reasons in writing, meeting with the employee (who may be accompanied), considering responses, and confirming outcomes—recognising that ordinary unfair dismissal rights may arise after six months’ service under the Employment Rights Act 2025.
Induction programme
All new employees will be given an induction programme which will clearly identify our policies and procedures, including the Safeguarding Policy, the Code of Conduct, and make clear the expectations which will govern how staff carry out their roles and responsibilities. New starters will also be advised of their right to join a trade union and that this will not have any detrimental impact on their employment.
Employment
Employees may raise flexible working requests from day one of employment. We will consider requests reasonably and transparently, documenting business reasons where a request cannot be accommodated.
Power2 recognises that safer recruitment and selection is not just about the start of employment but should be part of a larger policy framework for all staff. The Charity will, therefore, provide ongoing training and support for all staff, as identified through the performance management review procedure.
Staff must disclose any changes to their circumstances that may affect their suitability to work with children and young people.
Leaving Power2
All employees leaving Power2 voluntarily will be offered an exit interview. Exit interviews are a useful way of assessing the effectiveness of the charity’s HR policies and practices and are valuable tools in the development of good employment practice.
All requests for an employment reference should be directed to the Head of Operations who will decide who is best placed to complete the request. Power2 commits to providing a basic reference that details job title and employment dates only.
Volunteers
We will request an enhanced DBS disclosure and Children’s Barred List information on all volunteers undertaking regulated activity with children or young people at or on behalf of the Power2. A risk assessment will be completed for all volunteers to ascertain what level of DBS check is required. Under no circumstances will Power2 permit an unchecked volunteer to have unsupervised contact with children or young people.
It is our policy that a new DBS certificate is required for volunteers who will engage in regulated activity, but who have not been involved in any activities with Power2 for one year or more and are not registered on the DBS Update Service.
In addition, Power2 may seek to obtain such further suitability information about a volunteer as it considers appropriate in the circumstances. This may include (but is not limited to the following):
- formal or informal information provided by staff and other volunteers.
- character references from the volunteer’s place of work or any other relevant source.
- an informal safer recruitment interview.
- online background checks.
Review
This policy will be monitored and reviewed every three years by SMT and the Safeguarding Committee, or earlier if the legislation changes.
Related policies
This policy should be read in conjunction with the following Power2 policies:
- Safeguarding policy
- Equality, Diversity and Inclusion policy
- Record Retention Disposal policy
- Data Protection policy
- Conflict of interest policy.
The following external guidance documents support this policy:
- Employment Rights Act
- DfE’s Working Together to Safeguard Children
- DfE’s Keeping Children Safe in Education
- ACAS guidance
Approval
This policy has been considered and approved by the Senior Management Team and the Safeguarding Committee.
Julie Randles
Chief Executive
20 February 2026
Lauren Livingstone
Interim Safeguarding Committee
Chair
3 March 2026
