Safer Recruitment Policy
All vacancies will be advertised in an appropriate media. This may include but not be limited to, JobCentrePlus, Internet sites and local press.
All advertisements will carry a statement detailing Norton Webb Ltd's commitment to Safeguarding Vulnerable adults and children.
All positions at Norton Webb Ltd require a DBS disclosure as all positions may involve contact with learners, some of whom may be vulnerable adults.
Prior to advertising any vacancies, the HR Manager will draw up a job description and person specification which will have due regard to the required qualifications and experience as set out by the awarding body.
We will have regard to our Equal Opportunities policy at all times during the recruitment process.
All applications for vacancies will be short-listed by our HR Manager or Managing Director, giving due regard to the skills and experience required for the post. All personal information will be disregarded during the shortlisting process.
References will be sought for applicants prior to interview.
Candidates successful at the short-listing stage will be invited for interview. Interviews will involve a panel of at least two managers. Managers will receive appropriate Equality and Diversity training and Recruitment training before being involved in the interview selection process.
All candidates will be required to bring proof of their eligibility to work in the United Kingdom, to the interview.
Candidates will be asked whether they have any special requirements in relation to the interview, to allow us to make any reasonable adjustments for disabled applicants.
All applicants, both successful and unsuccessful, will be contacted within five working days of their interview to notify them of the outcome. Unsuccessful applicants will be offered feedback on their performance at interview.
Scoring sheets will be used during the interview process and kept for 6 months following interview, at which point they will be destroyed in a secure manner.
Conditional offers of appointment will be made subject to satisfactory recruitment checks, including references and satisfactory DBS disclosure.
All successful applicants will be required to undergo a DBS disclosure and the contents of the DBS Disclosure Policy and Safe Storage and Retention Policy will be taken into account when making recruitment decisions and dealing with disclosures. We will also have due regard to our Safeguarding Policy.
DBS disclosures will be kept in a confidential file for a period of 6 months to allow recruitment decisions to be made. At the end of 6 months the DBS disclosure will be destroyed in line with our Safe Handling and Storage Policy.
In the event that the disclosure shows a criminal record the HR Manager or Managing Director (verifying officer) will make a decision on the suitability of the candidate/employee for employment and will at all times take into account the requirements of the Rehabilitation of Offenders Act.