Large and small organisations who take on employees require help with making decisions about who they recruit for a number of reasons such as protecting their clients, protecting their reputation or their business finances for example. The Disclosure and Barring Service (DBS) is the service that aids companies with the employment checks part of their recruitment process. It is invaluable to all organisations who have employees and is not just an aid but a requirement of companies who work alongside the most vulnerable in our society, such as those working with the elderly, children or those with disabilities.
The DBS work in conjunction with a number of other organisations in order to bring up to date and information to a report on the history of the person who has applied for the DBS check.
The DBS work with:
The Department of Health
The Department of Education
The DBS Check will search for:
Cautions Warnings & Reprimands
The checks completed at Standard level
Other relevant police info
Enhanced and Barred:
The checks completed at standard and enhanced level
The Children or Adults Barred List
As an employer it is your responsibility to ensure DBS checks are carried out on all employees and that you receive a copy of the DBS check results if it is a requirement in your company’s field of work. Even if it is not a business requirement these checks are an exceptionally good way to ensure that you know your employees’ history and protect your company from potential financial and reputation disputes in the future. In order to apply for DBS checks to be carried out a company must register with the DBS, a requirement of this is that the companies complete 99+ searches in a year, agree that they comply with the DBS code of practice, pay specified fees and ‘be entitled to ask exempted questions under the Rehabilitation of Offenders Act 1974’. For registration an application and evidence of how the criteria will be met is required. Alternatively, companies who dot meet this criteria and do not want to register directly with the DBS are able to use and ‘Umbrella Body’ to carry out the checks. An umbrella body service is company who has registered with the DBS as such and will carry out the bulk of the administration around this process for you.
Once an employer / potential employer has requested a DBS check, this request is received and accepted by the DBS service, once the relevant database and police checks have been completed the disclosure will be sent directly to the applicant, the applicant should then provide this information to the employer / potential employer. It is usual for the checks to be returned within 4 weeks and the progress of the check can be tracked on the DBS website so long as the reference number and date of birth of the applicant are at hand to complete the search.
For most companies an initial check during the recruitment process will usually suffice. However, for those working with children or vulnerable adults, it is expected that the DBS check will be renewed every 3 years to ensure the safety and welfare of the persons being cared for by the organisation. Changes in circumstances such as name and address changes are not required to be reported to the DBS service and a new DBS check would not be required in such cases as the certificate received at the end of the process is solely reliant upon information provided at the application stage.
Having someone who can interview effectively is crucial for any business who is thinking of employing new members of staff. The quality of your business and service is only as good as the team behind it and businesses can come face to face with a lot of difficulties caused by employing the wrong people for the company. So what can you do at interview stage to ensure that the candidate is a great fit for the role and for your business?
Curriculum Vitaes and application forms are written with time and energy being put into ensuring the applicant shows you just how well they can do the role that you are trying to fill, they have been heavily considered and tailored to meet your exact requirements. Therefore at interview stage you get the opportunity to ask a few more questions about the CV/application form that was provided. This allows the candidate an opportunity to corroborate and expand on the experiences they have outlined in the document. Asking these questions gives you the chance to ensure there aren’t any misunderstandings and / or little white lies appearing in it but most of all to get a fuller picture of how the candidates experiences apply to the job role you are filling.
Get the job done
As a recruiter you need to keep three main questions in mind: Can this person do the job? Will this person do the job? How well will this person work with others in the team to get the job done? Your questions should pull information from the candidate about what they can offer your company and you need to be able to use your judgement in a lot of this process in order to decide if the candidate’s personality will be a good fit. If you think that ‘good judgement’ isn’t something that you would put at the top of your skill set then take a manager or supervisor whose judgement you trust into the interviews with you so that you have a sounding board and a bit of extra help in the decision making process. You want to be choosing a candidate who you think positively about when answering all three of the main questions. It’s no good choosing someone who you get on with really well but doesn’t have the skills to learn the job and vice versa if they seem like they would be perfect at their job but might rub other employees up the wrong way, they probably aren’t the candidate for you either.
Being open with your body language and having welcoming expressions that don’t give too much away are a big part of effective interviewing. You need the candidate to feel comfortable with you if they are going to provide you with a good picture of who they really are but you still want them to feel it is a professional environment. Having open questions gives the candidate an opportunity to talk and sell themselves without feeling like they are rambling on too much, so it should mean that you get more insight into the person and their experience than you would with closed questions. Allow time for the candidate to ask you questions that you can answer open and honestly, you need to employ someone who is happy with the way that you work so for example if they are asking about operating hours, be honest, don’t make them sound better or worse than they are because you are likely to end up with a short lived relationship with your new recruit if they turn up to find the job is not what they expected, wasting both your time and theirs.
Ask the right questions
Here are a few good questions and a few hints about why they are useful to help you plan a really effective interview:
What can you tell me about our company and why would you like to work with us? – This question gives the candidate an opportunity to prove that they have had enough interest in the role to do their research. It will also give them a chance to pull out the key reasons that they suit your company ethos and profile well.
What are your key skills? – The response to this question should reveal how the candidates skills fit with those you stated were required for the role in the job description and person specification.
What aspirations do you have professionally over the next few years? – This gives the candidate an opportunity to show you how you how passionate they are about the role, how their aspirations fit in with your companies structure and ambitions for the future and if there is enough room for progression in the company to keep the candidate with you long term.
At CM Jobline, we are busy pulling together all of our most valuable advice and guidance for all things Job related. We expect to have the site up and running and fighting fit shortly but in the meantime I thought we would give you a sneaky peek into the kind of content we will be covering here at CM Jobline so that you remember to come back and visit us as soon as we are ready.
So here goes, finding the perfect job for you is about more than just finding something convenient and being grateful that anyone will take you. It’s about looking at where you want to go with your career, aiming high and most importantly, selling yourself. Creating a personal brand is a huge part of the process and it will give you a much better chance of succeeding in collaring a job that you might have thought was a little out of your reach. This vid will start you off with a bit of inspiration for thinking about your personal brand and making sure you are job search ready.
There’s so much to cover when it comes to finding the right role and making yourself the perfect candidate so at CM we’ll be covering a vast array of topics such as; credit ratings, search tools, tips for selling yourself, getting yourself social media ready and much much more. We hope you’ll come back and join us soon for our top tips to get help with climbing that career ladder.