Safer Recruitment Policy

Street Lights Collective CIC is committed to safer recruitment as a core part of safeguarding. The purpose of this policy is to ensure that everyone who works with or represents the organisation is recruited, appointed, checked, inducted, supervised and reviewed in a way that protects children, young people, families, staff, volunteers and the wider community.

Street Lights works with young people and families who may be affected by trauma, serious youth violence, exploitation, postcode conflict, exclusion, family breakdown, social media harm and wider contextual safeguarding risks. This makes safer recruitment essential. The organisation must not only recruit skilled people. It must recruit safe people, suitable people and accountable people.

This policy sets out the standards Street Lights Collective CIC will use when recruiting directors, advisors, employees, sessional workers, trauma informed practitioners, mentors, volunteers, youth workers, consultants, contractors and any person who may have access to children, young people, vulnerable adults, confidential information, safeguarding records or community spaces.

This policy is informed by relevant UK safeguarding, employment and data protection expectations, including:

• Working Together to Safeguard Children 2023
• Keeping Children Safe in Education 2025, where Street Lights works with schools and education settings
• Disclosure and Barring Service guidance on regulated activity with children and adults
• The Rehabilitation of Offenders Act 1974 and the Exceptions Order where applicable
• The Equality Act 2010
• The Data Protection Act 2018 and UK GDPR
• The Protection of Freedoms Act 2012
• The Safeguarding Vulnerable Groups Act 2006
• The Children Act 1989 and Children Act 2004
• Local safeguarding partnership procedures
• NSPCC safer recruitment good practice guidance
• Street Lights Collective CIC Safeguarding and Child Protection Policy
• Street Lights Collective CIC Equality, Diversity and Inclusion Policy
• Street Lights Collective CIC Data Protection Policy
• Street Lights Collective CIC Complaints and Whistleblowing Policy
• This policy should be read alongside the organisation’s safeguarding, code of conduct, volunteer, mentoring, data protection, complaints, whistleblowing, equality, health and safety and risk assessment policies.

This policy applies to all recruitment, appointment and engagement processes involving Street Lights Collective CIC. It applies regardless of whether the person is paid, unpaid, employed, self employed, contracted, seconded, voluntary, advisory, student based or partner based.

The policy applies to:

• Directors and senior leaders
• Board advisors and specialist advisors
• Designated Safeguarding Lead and safeguarding deputies where appointed
• Finance and compliance roles where access to sensitive information exists
• Trauma informed practitioners, including the six practitioner delivery team
• Sessional workers and facilitators
• Mentors and youth workers
• Volunteers and community volunteers
• Youth ambassadors, where they support younger or vulnerable participants
• External trainers and consultants
• Photographers, media workers and social media contributors where they have access to young people or sensitive settings
• Placement hosts, employers and NEET Futures partners where young people are referred or placed
• Any person who may have unsupervised access to children, young people or vulnerable adults through Street Lights activities

Street Lights Collective CIC will apply the following principles to recruitment and appointment decisions.

Safeguarding first: The safety and welfare of children, young people and vulnerable adults must be prioritised above convenience, urgency, reputation, personal relationships or programme delivery pressure.

Suitability matters: Skills, lived experience and passion are important, but they do not replace safe character, boundaries, accountability, honesty and professional conduct.

Clear roles: No person should begin work until their role, responsibilities, supervision, safeguarding expectations and boundaries are clear.

Consistent checks: All relevant checks must be completed according to role risk, including identity, references, DBS where eligible, right to work and qualification checks where applicable.

Fairness and equality: Recruitment will be fair, non discriminatory and transparent. The organisation will consider equality duties while still applying robust safeguarding standards.

Contextual safeguarding: Recruitment decisions must consider the environments where staff and volunteers will operate, including schools, estates, youth spaces, homes, online spaces, community events and placement settings.

No informal shortcuts: People must not be allowed to work with young people simply because they are known, trusted socially, well connected, respected locally or urgently needed.

Ongoing vigilance: Safer recruitment does not end at appointment. Induction, supervision, probation, training, review and culture are part of safer recruitment.

Before recruitment begins, Street Lights will assess the role and decide what level of safer recruitment process is required. This must be proportionate to the role, but robust enough to manage risk.

Before advertising or inviting a person to join, the organisation should identify:

• the purpose of the role
• whether the role is paid, voluntary, sessional, advisory or contracted
• whether the role involves direct work with children, young people or vulnerable adults
• whether the role involves regulated activity
• whether the person will ever work unsupervised
• whether the person will work in schools, community settings, homes, youth spaces, online or off site activities
• whether the person will have access to safeguarding information or personal data
• what DBS level may be appropriate and lawful
• what references are required
• what training is required before starting
• who will supervise the role
• what boundaries apply to communication with young people and families
• whether any additional contextual safeguarding risks are present

All roles should have a written role description before recruitment begins. This applies to paid roles, voluntary roles, sessional roles and roles involving repeated contact with young people or sensitive information.

Each role description should include:

• role title
• purpose of the role
• main duties
• line manager or supervisor
• whether the role involves children, young people or vulnerable adults
• safeguarding responsibilities
• expected conduct and boundaries
• training requirements
• DBS requirement where applicable
• location and type of work
• whether lone working is allowed
• whether online contact is allowed
• whether driving or transport is involved
• whether confidential records will be accessed
• Person specifications should include essential and desirable skills, knowledge and experience. They should also state the required attitudes for working with Street Lights, including respect, emotional maturity, safe boundaries, cultural humility, trauma informed practice and commitment to safeguarding.

All advertisements and invitations to apply should make clear that Street Lights Collective CIC is committed to safeguarding and safer recruitment.

Where roles involve children, young people or vulnerable adults, recruitment material should state that appointments are subject to appropriate checks, references, safeguarding review, DBS checks where eligible, induction and ongoing supervision.

Recruitment language must be inclusive and non discriminatory. However, equality of opportunity does not remove the requirement to assess suitability, safeguarding risk and safe professional conduct.

Street Lights will normally require applicants for roles involving children, young people, vulnerable adults or sensitive information to complete an application process rather than relying only on informal conversation or CV submission.

The application process should collect:

• full name and any previous names
• current address and contact details
• employment, volunteering or education history where relevant
• explanation of any significant gaps where relevant to the role
• relevant qualifications and training
• experience of working with children, young people, families or communities
• referee details
• declaration of convictions, cautions or barred status where lawful and relevant
• declaration of any current safeguarding investigation, disciplinary matter or restriction connected to work with children or adults at risk
• agreement to complete required checks and training
• Where recruitment is for a short term or specialist role, the process may be adapted, but safeguarding checks must not be ignored.

Shortlisting should be carried out by at least two people wherever possible. For roles involving direct work with children or young people, at least one person involved in shortlisting should have safeguarding knowledge.

Shortlisting should assess:

• whether the applicant meets the essential criteria
• whether the applicant has relevant experience and values alignment
• whether there are unexplained gaps, inconsistencies or concerns
• whether any safeguarding issues require clarification
• whether the applicant understands boundaries and safe practice
• whether the applicant demonstrates respect for trauma informed and culturally responsive practice
• Any concern identified at shortlisting must be explored before appointment. If the concern relates to safeguarding, the DSL should be consulted.

Interviews for roles involving young people should include safeguarding, values and boundaries questions. Where possible, interviews should be conducted by at least two people.

The interview should test:

• motivation for the role
• understanding of safeguarding
• ability to maintain boundaries
• response to disclosure or concern
• understanding of trauma informed practice
• cultural awareness and respect
• ability to work with supervision and accountability
• ability to manage conflict, risk and emotional situations
• understanding of confidentiality and when it must be broken
• suitability for working around vulnerable children, young people and families
• Practical assessments, presentations, scenario questions or observed group exercises may be used where appropriate.

For roles involving children, young people, vulnerable adults or safeguarding sensitive work, interview questions should include safeguarding scenarios. Examples include:

• A young person tells you they are carrying a knife because they feel unsafe. What would you do?
• A young person sends you a private message late at night asking for help. How would you respond?
• A parent tells you something worrying about their child, but asks you not to tell anyone. What would you do?
• You hear a practitioner speak harshly to a young person in a way that concerns you. What would you do?
• A young person says they are being threatened online by people from another area. How would you respond?
• How would you build trust with a young person while maintaining clear professional boundaries?
• What does trauma informed practice mean to you in real delivery?
• What would make you escalate a concern to the DSL immediately?

Answers should be assessed not only for knowledge, but for judgement, emotional maturity, boundaries, honesty and willingness to follow procedure.

References are a key part of safer recruitment. Street Lights will normally obtain at least two references for roles involving children, young people, vulnerable adults, safeguarding information or sensitive community work.

At least one reference should usually be from the applicant’s most recent employer, organisation, supervisor or professional role where relevant. Where an applicant has previously worked with children or vulnerable adults, a reference should be sought from that setting where possible.

References should ask about:

• dates and role held
• suitability to work with children, young people or vulnerable adults
• reliability and conduct
• safeguarding concerns or allegations
• disciplinary issues
• ability to maintain boundaries
• team working and supervision
• honesty and integrity
• whether the referee would re employ or re engage the person
• Open references, character references from family members, informal testimonials or LinkedIn endorsements should not normally replace formal references for safeguarding sensitive roles.

References must be checked for consistency with the application and interview. Any concern must be explored before appointment.

Before appointment, Street Lights will verify identity and, where relevant, right to work in the UK. Identity checks help ensure the person is who they say they are and that vetting records relate to the correct individual.

Qualification checks should be completed where a role requires a specific qualification, professional registration, driving status, insurance or specialist competence.

Where a person claims safeguarding, teaching, therapeutic, counselling, youth work, clinical, coaching, first aid, driving or specialist training qualifications, evidence may be requested and recorded.

Street Lights Collective CIC will assess each role to decide whether a DBS check is required and what level of check is appropriate. DBS checks will only be requested where the role is eligible.

Where a person will be carrying out regulated activity with children, Street Lights may request an Enhanced DBS check with a check of the Children’s Barred List, where lawful and appropriate. The organisation will follow DBS guidance on eligibility and barred list checks.

For roles involving adults at risk, the organisation will assess whether an Adult Barred List check is lawful and appropriate.

DBS checks may be required for:

• mentors working directly with children or young people
• youth workers and trauma informed practitioners
• staff or volunteers providing regular unsupervised activities
• staff or volunteers in positions of trust
• drivers or escorts where eligible
• those working in schools or youth settings where DBS checks are required by the setting
• those delivering placements, trips or off site activities with young people
• A DBS certificate with information on it does not automatically prevent appointment. However, the organisation will complete a written risk assessment before making any decision. The assessment will consider the nature of the information, relevance to the role, seriousness, timing, pattern, honesty of disclosure and safeguarding risk.

A person must not begin unsupervised regulated activity until appropriate checks have been completed, unless a specific risk managed decision is made by the Board and DSL in exceptional circumstances. Such decisions must be recorded.

Where lawful and relevant, applicants may be asked to complete a self disclosure form for roles involving children, young people or adults at risk. Applicants must be informed why the information is requested, how it will be used and how it will be stored.

Street Lights will treat criminal record information fairly and confidentially. Disclosure will be assessed in relation to role risk and safeguarding responsibilities.

Failure to disclose relevant information, dishonesty or providing misleading information may result in withdrawal of an offer, termination of engagement or referral where appropriate.

Where a person has lived or worked overseas, Street Lights may require additional checks where relevant and possible. This may include overseas police certificates, certificates of good conduct, employer references, professional references or safeguarding statements from previous organisations.

The level of overseas checking will depend on the role, the length of overseas residence, availability of checks and risk assessment.

For roles involving children, young people, public representation or safeguarding sensitive work, Street Lights may carry out a proportionate online search as part of due diligence. This is not used to invade private life, but to identify publicly available information that may indicate safeguarding, conduct or reputational risk.

Any online search must be relevant, proportionate, recorded and handled fairly. Concerns identified through online checks should be discussed with the applicant unless doing so would compromise safeguarding or legal processes.

Examples of concerns may include public content that promotes violence, exploitation, hate, harassment, misogyny, racism, extremism, grooming behaviour, unsafe conduct with children, serious dishonesty or conduct incompatible with the role.

No appointment should be confirmed until all required checks have been completed or a risk managed conditional appointment has been formally approved.

Appointment decisions should be based on:

• application and interview evidence
• role suitability
• safeguarding judgement
• references
• identity checks
• DBS checks where required and eligible
• qualification checks where required
• right to work checks where required
• values alignment
• ability to work within boundaries and supervision
• All offers for safeguarding sensitive roles should be conditional until checks are complete.

All new staff, sessional workers, volunteers, practitioners and relevant partners must receive induction before beginning work.

Induction should include:

• Street Lights mission, values and ethos of Presence. Power. Purpose.
• Safeguarding and Child Protection Policy
• role description and boundaries
• code of conduct
• who the DSL is and how to report concerns
• contextual safeguarding risks relevant to the role
• data protection and confidentiality
• recording and reporting expectations
• lone working and communication rules
• online safety and social media expectations
• health and safety and risk assessment procedures
• complaints and whistleblowing routes
• supervision arrangements
• probation or review period where applicable

No person should work alone with young people until induction and required safeguarding checks have been completed.

Safer recruitment continues after appointment. Street Lights will use probation, supervision, performance review and ongoing safeguarding awareness to ensure continuing suitability.

Supervision should consider:

• quality of work with young people and families
• boundaries and professional conduct
• record keeping
• response to safeguarding concerns
• emotional impact of trauma related work
• team working and accountability
• attendance and reliability
• concerns raised by participants, parents, partners or colleagues
• training needs
• changes in personal circumstances that may affect suitability
• Staff, volunteers and practitioners must tell Street Lights if they become subject to any police investigation, safeguarding concern, professional restriction, disciplinary matter, DBS concern or allegation relevant to their role.

All individuals working with children, young people or vulnerable adults must complete safeguarding training appropriate to their role.

Training may include:

• basic safeguarding awareness
• child protection procedures
• contextual safeguarding
• county lines and criminal exploitation
• online safety
• safer working practice and boundaries
• trauma informed practice
• recording and reporting concerns
• equality, diversity and inclusion
• data protection and confidentiality
• risk assessment and incident reporting
• The DSL, Directors and those involved in recruitment should undertake safer recruitment training or receive appropriate safer recruitment guidance.

Volunteers are valued members of Street Lights work, but they must be recruited safely. Volunteers must not be allowed to work with young people without appropriate checks, induction, supervision and boundaries.

Volunteer recruitment should include proportionate checks based on role risk. Where volunteers have regular contact with children, young people or vulnerable adults, the safer recruitment process should be as robust as for paid roles.

Volunteers should not be placed in situations beyond their training, competence or safeguarding clearance.

Street Lights may involve young people as ambassadors, peer leaders, youth voice representatives or young volunteers. Their involvement must be safe, meaningful and supported.

Young ambassadors must not be used as unpaid staff or placed in unsafe positions. They must have clear role boundaries, adult supervision, consent where required, risk assessments and safeguarding support.

If a young ambassador supports younger children or vulnerable peers, Street Lights must assess the role carefully and ensure appropriate supervision. Young people should not be expected to manage safeguarding concerns themselves.

Directors, advisors and specialist partners may not always have regular direct contact with children or young people, but they may have influence, access to sensitive information, public representation roles or strategic authority. Their appointment must therefore be considered carefully.

The Board may require identity checks, reference checks, declarations of interest, suitability discussions, DBS checks where lawful and relevant, and agreement to the code of conduct.

Where advisors or partners will work directly with young people, attend events, support placements or access sensitive safeguarding information, additional checks and safeguards may be required.

Street Lights may engage external contractors, consultants, trainers, photographers, media workers, counsellors, therapists, practitioners or agency workers. The organisation must ensure they are suitable for the role and that safeguarding responsibilities are clear.

Before engagement, Street Lights should consider:

• the nature of contact with children, young people or vulnerable adults
• whether the person will be supervised
• DBS eligibility and requirement
• professional qualifications or registration
• insurance requirements
• references or evidence of previous work
• safeguarding training
• data protection expectations
• contractual safeguarding clauses
• media and consent boundaries where relevant
• External workers must follow Street Lights safeguarding procedures while working on behalf of the organisation.

Where Street Lights supports young people into placements, work experience, training, employment, volunteering or employer engagement through the NEET Futures Initiative, placement hosts must be assessed for suitability and safety.

Before a placement begins, Street Lights should consider:

• the host organisation’s safeguarding arrangements
• the nature of the work environment
• supervision arrangements
• health and safety arrangements
• insurance
• travel and location risk
• whether the young person has additional vulnerabilities
• contact person and escalation route
• expected conduct and boundaries
• emergency arrangements
• how concerns will be reported
• Placement hosts must not be treated as safe simply because they are known locally or offer an opportunity. A young person’s future matters, but their safety comes first.

Where concerns arise during recruitment, the matter must be assessed before appointment. Concerns may include inconsistent information, poor references, unexplained gaps, concerning online content, reluctance to complete checks, inappropriate attitudes, boundary concerns, dishonesty, safeguarding allegations or criminal record information.

The DSL should be consulted where the concern relates to safeguarding. The Board should be involved where the role is senior, strategic or high risk.

Possible outcomes include:

• proceeding with appointment
• proceeding with conditions and enhanced supervision
• delaying appointment pending further checks
• withdrawing the offer
• referring to statutory agencies where required
• recording the concern and decision securely

Any allegation or concern about a staff member, volunteer, practitioner, director, advisor, partner or representative must be taken seriously and managed through the safeguarding and allegations procedures.

This includes concerns that someone has:

• behaved in a way that has harmed or may have harmed a child, young person or vulnerable adult
• possibly committed a criminal offence against or related to a child, young person or vulnerable adult
• behaved towards a child, young person or vulnerable adult in a way that indicates they may pose a risk of harm
• behaved in a way that indicates they may not be suitable to work with children, young people or adults at risk
• breached professional boundaries
• used social media or digital contact inappropriately
• failed to report safeguarding concerns
• used their role for personal, financial, emotional or sexual exploitation
• The DSL and Board must consider whether external referral is required, including referral to the Local Authority Designated Officer, police, children’s social care, DBS, regulatory bodies, funders or commissioning partners where appropriate.

Street Lights will keep recruitment records securely and in line with data protection law. Recruitment information must only be accessed by those with a legitimate need.

Records may include:

• application forms and CVs
• shortlisting notes
• interview notes
• reference requests and responses
• identity and qualification checks
• DBS certificate number, issue date and outcome note, not a copy of the certificate unless legally justified
• right to work confirmation
• risk assessments connected to recruitment decisions
• training records
• induction checklist
• supervision records
• probation or review decisions
• conflict of interest declarations
• DBS information must be handled carefully, stored securely and retained only for as long as necessary in line with DBS guidance and Street Lights Data Protection Policy.

Street Lights will maintain a recruitment and safeguarding checks register for people working with or on behalf of the organisation.

The register may include:

• name
• role
• start date
• role risk level
• identity check completed
• references received
• DBS level and date where applicable
• barred list check where applicable and lawful
• right to work check where applicable
• qualification check where applicable
• safeguarding training date
• induction completed
• supervisor or line manager
• review date
• The register must be kept secure and reviewed regularly.

All recruitment information will be processed in line with UK GDPR, the Data Protection Act 2018 and Street Lights Collective CIC Data Protection Policy.

Recruitment information must be used only for legitimate recruitment, safeguarding, employment, volunteering, contractual, audit or legal purposes. Information must not be shared unnecessarily or discussed casually.

Applicants should be informed how their data will be used, stored and retained.

Street Lights Collective CIC is committed to fair recruitment and equal opportunity. The organisation values lived experience, cultural understanding and community connection while ensuring that recruitment remains safe, lawful and professional.

Recruitment decisions must not unlawfully discriminate on the basis of protected characteristics. However, the organisation may require safe practice, safeguarding checks, role suitability, professional boundaries and values alignment as part of its duty to protect children, young people and vulnerable adults.

Reasonable adjustments should be made for disabled applicants where appropriate.

Anyone who believes that safer recruitment processes are being ignored, bypassed or manipulated may raise a concern under the Complaints and Whistleblowing Policy.

Examples include:

• allowing someone to work with young people without required checks
• ignoring concerning references
• pressuring staff to overlook safeguarding concerns
• appointing friends or associates without process
• failing to act on allegations
• hiding information from the Board, DSL, school or funder
• using unapproved practitioners or volunteers in regulated activity
• Street Lights will not tolerate victimisation of anyone who raises a genuine concern in good faith.

This policy will be reviewed at least annually by the Board of Directors and the Designated Safeguarding Lead.

It will also be reviewed sooner if:

• there is a serious safeguarding concern
• there is an allegation involving a staff member, volunteer, practitioner, advisor or partner
• law or statutory guidance changes
• DBS guidance changes
• Street Lights expands into new types of delivery
• a funder, school, local authority or regulator requires amendment
• learning from practice shows the policy needs strengthening

This Safer Recruitment Policy was approved by the Board of Directors of Street Lights Collective CIC.

Appendix 1: Safer Recruitment Checklist

Pre Recruitment

Before Appointment

Before Starting Work

Appendix 2: Role Risk Categories

Appendix 3: Sample Reference Questions

• How long have you known the applicant and in what capacity?
• What role did the applicant hold and what were their main responsibilities?
• Did the applicant work with children, young people or vulnerable adults?
• Were there any safeguarding concerns, allegations or disciplinary matters?
• Did the applicant demonstrate safe boundaries and professional conduct?
• How did the applicant respond to supervision and accountability?
• Would you consider the applicant suitable to work with children, young people or vulnerable adults?
• Would you re employ, re engage or recommend the applicant for this type of role?
• Is there anything else Street Lights should know before making a safeguarding sensitive appointment?

Appendix 4: Recruitment Decision Record

Appendix 5: References and Guidance Used

• Department for Education, Working Together to Safeguard Children 2023.
• Department for Education, Keeping Children Safe in Education 2025, used where Street Lights works with schools and colleges.
• Disclosure and Barring Service guidance on regulated activity with children and adults.
• NSPCC Learning, Safer Recruitment guidance.
• Equality Act 2010.
• Data Protection Act 2018 and UK GDPR.
• Street Lights Collective CIC Safeguarding and Child Protection Policy.
• Street Lights Collective CIC Complaints and Whistleblowing Policy.
• Street Lights Collective CIC Data Protection Policy.
• Street Lights Collective CIC Equality, Diversity and Inclusion Policy.