Safer Recruitment


Employers on North East Jobs are fully committed to the principles of safer recruitment, ensuring that safeguarding and promoting the welfare of children and vulnerable adults is central to any recruitment process.

Employer's selection processes are based on good practice in selecting the best candidate for the job and ensuring equality of opportunity for all applicants while excluding, or rejecting those who may be unsuitable to work with our service users. We expect candidates to understand their duties and responsibilities in relation to child protection and safeguarding children, young people and vulnerable adults as it applies to the post for which they have applied.

The Disclosure and Barring Scheme: Summary Details
Under the national Disclosure and Barring Scheme, it is an offence to offer employment for certain posts involving working with children or vulnerable adults, to a barred individual.
The following steps may be taken as part of many employers’ recruitment processes depending on the role:
  • Your identity will be confirmed by sight of original official documents such as a Birth Certificate, Passport etc.
  • Original documents relating to all the professional qualifications required to fulfil the post must be supplied to an employer.
  • Your employment history will be examined and clarification will be sought where there are gaps and discrepancies arising from information provided either by you as the candidate or your referee(s).
  • References will be used to check employment dates and relevant experience. A minimum of two written references will be taken up and, for some posts, these references will be requested prior to interview.
  • The identity of all referees will be verified.

All candidates applying to work through the national Vetting and Barring Scheme are required to provide details of any relevant unspent convictions. Under the Rehabilitation of Offenders Act 1974, all "spent" convictions must be disclosed for certain posts. All jobs falling into this category will be identified on the Job Description. It is a criminal offence to offer employment for certain posts involving working with children or vulnerable adults, defined as regulated activities, without employers checking the appropriate barred list/s (children or adults).  Other roles, with less responsibility for vulnerable groups will require a Disclosure and Barring Service (DBS) criminal record check only.

The barred lists contain details of people deemed unsuitable to work with children or vulnerable adults. All jobs requiring a DBS check and/or barred list check will be identified in the Job Description.
In most cases an offer of appointment will only be made after receipt and verification of satisfactory checks.
Note, it is an offence to apply, offer or accept to do any work with children (paid or unpaid) if disqualified from working with children.
Useful web sites for further information: