Recruitment and Safer Recruitment Policy

1. Purpose

We Care Sustainable Living Ltd, trading as We Care Recruitment Agency, is committed to fair, consistent and safer recruitment. Our aim is to consider whether an applicant has the identity, permission to work, experience, values, conduct and role-specific evidence needed before they are presented for or placed into an assignment.

2. Scope

This policy applies to applicants, workers and employees considered for care assistant, support worker, senior support worker and related assignments through We Care Recruitment Agency. Individual care providers may impose additional requirements for their services.

3. Our recruitment principles

• Applicants will be treated with dignity, fairness and respect.
• Decisions will be based on relevant evidence, role requirements and professional suitability.
• We will not knowingly discriminate unlawfully during recruitment or selection.
• Safeguarding, honesty, professional boundaries, reliability and respect for confidentiality are central to our assessment.
• We will communicate realistic information and will not promise work before suitability, compliance and client requirements have been considered.

4. Recruitment stages

1. Initial application or expression of interest.
2. Screening conversation about experience, availability, employment history and preferred work.
3. Values and suitability interview where appropriate.
4. Collection and verification of relevant evidence.
5. Review of role-specific and client-specific requirements.
6. Registration decision and explanation of any outstanding conditions.
7. Consideration for suitable assignments when requirements are complete.

5. Pre-engagement checks

The checks required depend on the proposed role and activities. They may include:

• verification of identity and current address;
• a prescribed Right to Work check before employment where required;
• a complete employment history and explanations for relevant gaps;
• satisfactory professional references;
• the appropriate DBS check or review of relevant DBS Update Service information with permission;
• training certificates, qualifications, registrations and competencies relevant to the assignment;
• driving documentation where driving is an essential assignment requirement;
• reasonable and lawful checks connected to fitness or capability for the proposed duties;
• additional evidence required by the care provider or the particular service.

We will seek only the level of DBS check that is legally available and appropriate for the work being considered. A DBS certificate will not be treated as the only measure of suitability.

6. References and employment history

Applicants must provide accurate employment information and cooperate with reasonable reference requests. We may seek clarification where dates, duties or employment gaps are unclear. A reference that cannot be verified, or material information that is false or withheld, may prevent an application from progressing.

7. Values, conduct and safeguarding

We may assess an applicant’s understanding of dignity, choice, person-centred support, safeguarding, confidentiality, equality, professional boundaries, reporting concerns and safe working. Applicants are expected to be open about information that may affect their suitability for care work.

8. Training and competency

Training requirements vary by role and service. Evidence may be reviewed in areas such as safeguarding, moving and handling, infection prevention and control, medication, first aid, health and safety, record keeping and support for people with specific needs. A certificate alone does not necessarily demonstrate current competence.

9. Fair recruitment and adjustments

We aim to provide a fair recruitment process. Applicants may request a reasonable adjustment or an alternative way to participate. Questions about health or disability will only be asked where they are lawful, relevant and necessary for the recruitment stage or proposed duties.

10. Applicant information

Recruitment information will be handled in accordance with our Privacy Notice. Applicants should not send passports, DBS certificates, medical records or other sensitive evidence through the initial website form. If an application progresses, we will explain the appropriate method for providing information.

11. Ongoing suitability

Workers must promptly report changes that may affect their Right to Work, DBS status, professional registration, driving status, health and safety, ability to undertake agreed duties or suitability for an assignment. We may repeat checks where required by law, policy, expiry dates or client requirements.

12. Concerns and decisions

We may pause or end a recruitment process where information is incomplete, inconsistent, unverifiable or raises a reasonable safeguarding, legal, conduct or suitability concern. Decisions will be considered in context and recorded appropriately.

Applicants who wish to raise a concern about the recruitment process may use our Complaints Procedure.

13. Responsibilities

Applicants are responsible for providing accurate information and authentic evidence. We Care Recruitment Agency is responsible for applying proportionate checks, protecting applicant information, recording decisions and communicating requirements clearly. Care providers remain responsible for their own service-level assessment, induction, supervision and operational requirements.