Safer Recruitment

Imperial College 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 the age of 18 and vulnerable adults, the role description and person specification will highlight the safeguarding responsibilities.
  • Risk Assessment checklist for roles involving contact with children or vulnerable adultsshould be completed.
  • Job advertisements will include a statement about Imperial College’s commitment to safeguarding children and those who are vulnerable.
  • Where a criminal records check is required then 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 College’s DBS Procedure.
  • Applicants will be required to provide a full employment history, and any gaps in employment will be reviewed and addressed during interview.
  • Applicants working with under 18s should be advised that, in line with statutory guidance, 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, as examples, drug or alcohol misuse, inappropriate images, discriminatory or abusive behaviour or language. Searches will be confined to information freely available to the public. Any information noted that gives cause for concern will be reviewed and discussed with the applicant at interview and will not be a barrier to interview.
  • Interviewers will ask questions to ensure applicants have a commitment and understanding to safeguarding, whistle blowing and understand the need to raise low level concerns as part of the proactive culture of safeguarding at Imperial College.
  • 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 taken up.   
  • Applicants must provide details of at least two referees, including 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 commencement in employment.
  • All employees will be required to take Imperial College’s safeguarding e-learning modules within the first six months of employment and regular refresher training thereafter.

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