Safer Recruitment

Imperial is committed to safe recruitment, selection, and vetting, and has a statutory responsibility to ensure background checks are undertaken for all roles (employed or voluntary) that will work with children and young people under the age of 18, and to ensure the suitability of those working with vulnerable adults.

The steps to minimise the risk of appointing someone unsuitable are as follows:

  • For any role working with young people under 18 and vulnerable adults, the role description and person specification will highlight the safeguarding responsibilities.
  • A Risk Assessment checklist for roles involving contact with children or vulnerable adults should be completed.
  • Job advertisements will include a statement about Imperial’s commitment to safeguarding children and vulnerable individuals.
  • Where a criminal records check is required, this will be made clear in the advertisement.
  • Applicants will be required to declare any relevant criminal convictions and child protection investigations. Declarations will be considered and risk assessed in line with Imperial’s DBS Procedure.
  • Applicants will be required to provide a full employment history, and any gaps in employment will be reviewed and addressed during the interview.
  • Applicants working with under-18s will be advised that online searches may be carried out for shortlisted candidates to identify any incidents or issues related to suitability to work with children. This may include, for example, drug or alcohol misuse, inappropriate images, or the expression of views that appear to contravene the university’s legal obligations (for example, under the Equality Act or the Prevent Duty). Searches will be confined to open-source information freely available to the public. Any information noted that raises concerns will be reviewed and discussed with the applicant at the interview, and will not be a barrier to the interview. A template for recording online searches is available: Safer recruitment online search template
  • Interviewers will ask questions to ensure applicants have a commitment to and understanding of safeguarding and whistleblowing, and the need to raise low-level concerns as part of the proactive culture of safeguarding at Imperial.
  • Statutory procedures for checking the suitability of staff who work with children will be followed, including obtaining enhanced criminal records checks and barred list checks via the DBS, with overseas police background checks where relevant. Gaps in employment or education are checked, and detailed references are taken up.   
  • Applicants must provide details of at least two referees, including one from their current or most recent employer. Referees will be asked about the candidate’s suitability and ability to work with under-18s and vulnerable adults.
  • The authenticity of the identity of the referee will be reviewed and checked. Where information is not available, for example, an overseas reference, recruiters should gather sufficient information from other sources to ensure that there has been a thorough background check.
  • Identity and right-to-work checks will also be undertaken prior to the commencement of employment.
  • All employees will be required to complete Imperial’s safeguarding e-learning modules within the first six months of employment, and to undertake regular refresher training thereafter.

This information should be read in conjunction with Imperial’s safeguarding Policy and Code of Practice .