The aim of our recruitment and selection process is to recruit competent people capable of making a significant contribution to the achievement of our business objectives. To help recruit candidates who have the skills, knowledge and aptitude to work in this sector and to deter, reject or identify people who are unsuitable.
Safeguarding and promoting the welfare of children is an integral factor in our Human Resources management. Organisational and management arrangements are made in line with the principles of Employment Law and Safer Recruitment Policy. We recognise these arrangements as an essential part in creating a safe environment for children and young people.
This statement is relevant to all employees and our recruitment process takes into account issues to do with child protection and safeguarding and promoting the welfare of children at every stage. Where the post is advertised, we ensure all adverts make clear our commitment to safeguarding and promoting the welfare of children. As such, no home/school addresses are divulged and all posts are subject to satisfactory references and Enhanced DBS checks. The process must be consistent and thorough, obtaining and collating, analysing and evaluating information from and about the applicant.
The following principles are encompassed in this policy:
- All applications will receive fair treatment and a high quality service.
- All roles have both a job description and person specification which are essential tools and will be used throughout the process.
- Employees will be recruited on the knowledge, experience and skills needed for the job.
Questions are behavioural and where possible, focus on what applicants have done, not just on what they might do. Interviewers follow up applicants responses to a question and probe critical areas such as attitudes to punishment, conflict, sexuality, management of sexualised behaviour, as well as the influence of their own experience (e.g. of being parented or of parenting) on approach to vulnerable people
- Selection will be carried out by a panel with tat least two members.
- At least one panel member will have received appropriate training on the recruitment and selection process as recommended by the DfE.
- Selection will be based on a minimum of completed application form, shortlisting and interview.
- All posts will normally be advertised and will include a safeguarding statement.
Mandatory checks and requirements for new staff:
- Fully completed application form (gaps in employment and education and timeline explored)
- Copy of CV
- 2 references (one from current employer which are verified)
- HMRC employment history check
- Full UK driving license
- Current enhanced DBS (Disclosure and Barring Service) certificate or PVG Scotland
- 2 copies of ID ( Passport and driving License).
- Immigration check/ right to work
- Qualifications Check
REAL CARE SUPPORT CANDIDATE PRIVACY NOTICE
What is the purpose of this document?
Real Care Support is a “controller” in relation to personal data. This means that we are responsible for deciding how we hold and use personal information about you. You are being sent a copy of this privacy notice because you are applying for work with us (whether as an employee, worker or contractor). It makes you aware of how and why your personal data will be used, namely for the purposes of the recruitment exercise, and how long it will usually be retained for. It provides you with certain information that must be provided under the UK General Data Protection Regulation (UK GDPR).
Data protection principles
We will comply with data protection law and principles, which means that your data will be:
- Used lawfully, fairly and in a transparent way.
- Collected only for valid purposes that we have clearly explained to you and not used in any way that is incompatible with those purposes.
- Relevant to the purposes we have told you about and limited only to those purposes.
- Accurate and kept up to date.
- Kept only as long as necessary for the purposes we have told you about.
- Kept securely.
The kind of information we hold about you
In connection with your application for work with us, we will collect, store, and use the following categories of personal information about you:
- The information you have provided to us in your curriculum vitae and covering letter.
- The information you have provided on our application form, including name, title, address, telephone number, personal email address, date of birth, gender, employment history, qualifications, driving licence status, National Insurance details, and professional membership status.
- Any information you provide to us during an interview.
- Psychometric, personality, verbal, numerical, situational judgement and aptitude tests where taken.
Proof of bank details, proof of income support and self-employment where relevant, proof of NI, proof of ID, business insurance and MOT details if relevant.
We may also collect, store and use the following types of more sensitive personal information:
- Information about your race or ethnicity, religious beliefs, sexual orientation and political opinions.
- information about your health, including any medical condition, health and sickness records.
- Information about criminal convictions and offences including (but not limited to) copies of
- Disclosure and Barring Service (“DBS”) certificates.
How is your personal information collected?
We collect personal information about candidates from the following sources:
- You, the candidate.
- recruitment agencies.
- Ucheck and overseas police check data.
- Disclosure and Barring Service in respect of criminal convictions.
- All employer and character references gathered in the course of compliance with the onboarding process.
How we will use information about you
We will use the personal information we collect about you to:
- Assess your skills, qualifications, and suitability for the work and role.
- Carry out background and reference checks.
- Communicate with you about the recruitment process.
- Keep records related to our recruitment processes including “safer recruitment”.
- Comply with legal or regulatory requirements including “safer recruitment”.
It is in our legitimate interests to decide whether to appoint you to the role since it would be beneficial to our business to appoint someone to that role.
We also need to process your personal information to decide whether to enter into a contract of employment with you.
Having received your CV and covering letter and/or your application form we will then process that information to decide whether you meet the basic requirements to be shortlisted for the role. If you do, we will decide whether your application is strong enough to invite you for an interview. If we decide to call you for an interview, we will use the information you provide to us at the interview to decide whether to offer you the role. If we decide to offer you the role, we will then take up references and carry out a criminal record and carry out any other checks before confirming your appointment.
If you fail to provide personal information
If you fail to provide information when requested, which is necessary for us to consider your application (such as evidence of qualifications or work history), we will not be able to process your application successfully. For example, we require a DBS certificate and references for this role and if you fail to provide us with relevant details, we will not be able to take your application further.
How we use particularly sensitive personal information
We will use your particularly sensitive personal information in the following ways:
- If relevant, we will use information about your disability status to consider whether we need to provide appropriate adjustments during the recruitment process and ongoing employment if applicable, for example whether adjustments need to be made during the interview.
- We will use information about your race or national or ethnic origin, religious, philosophical or moral beliefs, or your sexual life or sexual orientation, to ensure meaningful equal opportunity monitoring and reporting.
Information about criminal convictions
We will process information about criminal convictions.
We will collect information about your criminal convictions history if we would like to offer you the role (conditional on checks and any other conditions, such as references, being satisfactory). We are required to carry out a criminal records check in order to satisfy ourselves that there is nothing in your criminal convictions history which makes you unsuitable for the role. In particular we are legally required by our regulators to carry out an enhanced check from the Disclosure and Barring Service.
We have in place an appropriate policy document and safeguards which we are required by law to maintain when processing such data.
Automated decision-making
You will not be subject to decisions that will have a significant impact on you based solely on automated decision-making.
Data sharing
Why might you share my personal information with third parties?
3 We will only share your personal information with third parties for the purposes of processing your application. All our third-party service providers and other entities in the group are required to take appropriate security measures to protect your personal information in line with our policies. We do not allow our third-party service providers to use your personal data for their own purposes. We only permit them to process your personal data for specified purposes and in accordance with our instructions.
Data security
We have put in place appropriate security measures to prevent your personal information from being accidentally lost, used or accessed in an unauthorised way, altered or disclosed. In addition, we limit access to your personal information to those employees, agents, contractors and other third parties who have a business need-to-know. They will only process your personal information on our instructions and they are subject to a duty of confidentiality.
We have put in place procedures to deal with any suspected data security breach and will notify you and any applicable regulator of a suspected breach where we are legally required to do so.
Data retention
How long will you use my information for?
We will retain your personal information for a period of six months after we have communicated to you our decision about whether to appoint you to the role. We retain your personal information for that period so that we can show, in the event of a legal claim, that we have not discriminated against candidates on prohibited grounds and that we have conducted the recruitment exercise in a fair and transparent way. After this period, we will securely destroy your personal information in accordance with our data retention policy.
Rights of access, correction, erasure, and restriction Your rights in connection with personal information
Under certain circumstances, by law you have the right to:
- Request access to your personal information (commonly known as a “data subject access request”). This enables you to receive a copy of the personal information we hold about you and to check that we are lawfully processing it. However we cannot provide copies of reference provide in confidence.
- Request correction of the personal information that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.
- Request erasure of your personal information. This enables you to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal information where you have exercised your right to object to processing (see below).
- Object to processing of your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground. You also have the right to object where we are processing your personal information for direct marketing purposes.
- Request the restriction of processing of your personal information. This enables you to ask us to suspend the processing of personal information about you, for example if you want us to establish its accuracy or the reason for processing it.
- Request the transfer of your personal information to another party.
If you want to review, verify, correct or request erasure of your personal information, object to the processing of your personal data, or request that we transfer a copy of your personal information to another party, please contact Emma Ray, Data Protection Office in writing.
Data protection officer
We have appointed a data protection officer (DPO) to oversee compliance with this privacy notice. If you have any questions about this privacy notice or how we handle your personal information, please contact the DPO. You have the right to make a complaint at any time to the Information Commissioner’s Office (ICO) who is responsible for data protection issues in the UK.
01772 954080 | referrals@realcaresupport.com
Company Registration Number: 11523041