This policy applies to the recruitment and selection of all Scripture Union England and Wales (SUEW) staff, trustees and council members, and all volunteers over the age of 18 who work with, or have access to, children and young people.

It sets out how we safely recruit staff and volunteers, to ensure that all individuals working with us are suitable and dedicated to maintaining a safe environment.

At SUEW we are committed to safeguarding and promoting the welfare of children and young people. We recognise that our staff and volunteers play a crucial role in protecting those we serve and as such are committed to:

• Implementing a thorough and robust recruitment process that includes checks and vetting procedures.
• Identifying and rejecting applicants who are unsuitable to work with children and young people.
• Responding to concerns about the suitability of applicants during the recruitment process.
• Responding to concerns about the suitability of employees and volunteers once they have begun their role.
• Providing ongoing training and support to all staff and volunteers to uphold our safeguarding standards, including ensuring relevant staff and trustees receive training in safer recruitment processes.

We are committed to inclusive recruitment practices that welcome disabled applicants and committed to meeting the requirements of the Equality Act 2010.

All staff and volunteers will be safely recruited in accordance with this policy and our safer recruitment procedure. All job advertisements and volunteer opportunities will clearly state our commitment to safeguarding and the requirement for a thorough vetting process:

• Application process: Applicants will be required to complete a detailed application form, including a declaration of any criminal convictions and a history of their work with children and young people.
• Interviews: Interviews will be conducted to assess the applicant's suitability.
• References: At least two satisfactory references will be obtained.
• Background checks: Appropriate checks, including criminal record checks, will be conducted prior to confirmation of appointment.
• Online and Social Media screening: Where appropriate, we may carry out online searches of publicly available information to help identify any safeguarding concerns.
• Induction and training: All new staff and volunteers must complete safeguarding training appropriate for their role. 

Those who do not meet our safer recruitment requirements will not be able to work for, or volunteer with, SUEW.

>> You can find more information on the above in our safer recruitment procedure.

We expect all staff and volunteers to:

• Follow and adhere to this policy and the safer recruitment procedure.
• Raise any concerns about the suitability of an applicant, volunteer, or member of staff with the relevant Person Responsible (see below).
• Submit applications promptly to prevent any delays.
• Complete all safeguarding training relevant to their role. 
• Notify the Person Responsible of any new convictions, cautions, or workplace investigations as soon as they happen.
• Report any safeguarding concerns and/or disclosures in line with our safeguarding policy and procedure.

Person Responsible. Dependent on the role is typically one of the following; HR or Line Manager (staff appointments), Head of Mission Event Operations (national volunteer appointments), Regional Mission Team Leader (local volunteer appointments).



Non-compliance with this policy and procedure for the safe recruitment of staff and volunteers is considered misconduct and will be addressed through the SUEW disciplinary process.

By implementing this safer recruitment policy and procedure, SUEW aims to create a safe and supportive environment for all children and young people in our care. To ensure the highest standards of safeguarding we are committed to:

• Providing regular supervision and support to ensure adherence to all safeguarding policies; and
• Conducting annual reviews of the recruitment process to ensure its effectiveness and compliance with current legislation and best practices.

The next review of this policy is scheduled for February 2027.

In addition to the definitions in the safeguarding policy that can be found here, the following terms are used in this safer recruitment policy and procedure. 



Applicant 

An individual who as applied for a position with SUEW (whether paid or unpaid).

Barred List

A register of people’s names and details who are banned from working in contact with vulnerable adults or children. The barred list is held and maintained by the DBS and is revealed when an Enhanced with barred list DBS check is carried out.

DBS

Disclosure and Barring Service

DBS Processing Team (DPT)

SUEW staff authorised to process online DBS applications

Enhanced Disclosure check

The highest level of DBS check reveals spent and unspent conviction, cautions, warnings, reprimands, and any relevant police notes that are kept on file. Also includes a check of the Children's and/or Adult’s Barred List(s) where requested.

Person Responsible

Typically, one of the following, depending on the role being recruited: 

• HR and Line Manager (staff appointments)
• Head of Mission Event Operations (national volunteer appointments)
• Regional Mission Team Leader (local volunteer appointments)