Recruitment checks

As a responsible employer we adhere to safe recruitment practice and all our employees are subject to the following recruitment checks:

Right to work in the UK

Under Section 8 of the Asylum and Immigration Act, we, as a responsible employer need to ensure that we do not employ anyone illegally. To avoid discrimination we treat all job applicants equally.

We therefore ask all candidates selected for interview to bring original documentation to show their Right to Work in the UK. A copy of these will be taken. Once the successful candidate has been appointed the unsuccessful candidates documents will be destroyed confidentially. You may be refused an interview if you do not bring the correct documents with you.

Confirmation of qualifications

You will also be asked to bring your relevant original qualification certificates to the interview.


After your interview two references will be sought if we would like to progress your application to the next stage. One of these should be your current or most recent employer. If you do not wish us to contact your referee(s) you will have an opportunity to indicate this on your application form and we will seek your permission to do so if they are required.

If you are self employed we would accept references from a customer, a supplier, an accountant, solicitor or someone you have had professional dealings with.

If you have finished full time education and have no employer reference we will accept a reference from:

  • a professional from your centre of study, for instance a teacher, lecturer or headteacher
  • GP or health visitor
  • a character reference from a person who knows you
  • a civil servant from a government agency
  • a bank manager

If the position requires a DBS (formerly CRB) check, references will be sought before the interview.


Although previous sickness absence will not influence the panel’s decision on your being selected, as we do not ask for any details before we provisionally select you for appointment, we do require our successful candidates to complete a medical history form. 

In most cases this is a short form in which general medical questions are answered in a yes/no format. 

If no is answered to any of these questions, this record is kept on your personal file and no further action is necessary. If yes is indicated (we do not require any details), we would ask you to complete a confidential occupational health questionnaire online. 

This will then assessed by an independent occupational health company, who make recommendations to us for any adjustments we may need to make to provide our duty of care for your employment, and at that point we would either confirm our decision to appoint you or reconsider that decision.

Other checks

To protect the most vulnerable people in our community the following checks are also required for some positions. When necessary, these will be clearly identified on the advert and the person specification.

Full personal history

If you apply for a job within our children’s services department you will be required to account for any gaps in your employment history on your application. This is required before the interview. All of your previous employers may be contacted.

Disclosure and Barring Service (DBS)

We provide services to a wide range of vulnerable people and maintain comprehensive confidential and sensitive information about them. If the job for which you are applying would involve access to vulnerable service users, you must agree to a disclosure being sought from the Disclosure and Barring Service. This requirement will be made clear in the advertisement for the job by use of a safeguarding statement. 

The disclosure of a criminal conviction will not necessarily exclude you from appointment. There are many offences which may not disqualify an applicant, for example where those which are less serious, were committed some time ago, were committed when you were a juvenile or under extenuating circumstances and where there have been no further offences. However, failure to declare any conviction may disqualify you from appointment, or result in dismissal if information subsequently comes to light.

If you would like to discuss whether a conviction you have would be likely to exclude you from being considered from the post for which you are applying, please contact the Employee Relations Team on 01202 633443 , who can provide confidential advice.

Where posts are subject to a Disclosure & Barring Service (DBS) check, you must declare at interview any convictions, cautions, reprimands or final warnings that are not “protected” as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013) by SI 2013 1198’. This is because this post is exempt from the Rehabilitation of Offenders Act.  All information will be treated in strictest confidence.

If you are the successful candidate we will contact you to complete an online Disclosure & Barring Service check, relevant to the post you have applied for, at the point we issue your offer letter/contract.

You will be required to present your original ID documents to support your DBS application. If you are unable to present these documents at a later date, you may bring them to your interview. The Unit's DBS Administrator would check and copy the documents, and hold them securely to process your DBS check, should you be the successful applicant. If you are unsuccessful your copy documents will be confidentially destroyed. A list of suitable documents can be found on the website.

If you already have a DBS certificate, and are registered with the DBS Update Service, please inform the interview panel of this. If you are the successful candidate, we will ask for your permission to access the DBS Update Service and we would also need to view your disclosure certificate.