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Safer Recruitment

John Edwards Care Homes Ltd is an equal opportunities employer recognising the value of diversity in its employees. To this end we are committed to ensure that job applicants or employees receive equality of treatment within our recruitment and selection processes.

Our recruitment and selection criteria and procedures will be regularly reviewed to ensure that individuals are selected on the basis of relevant merit and ability to ensure that we can provide the highest level of service possible.

This statement of policy and procedure is intended to inform all interested parties about our arrangements for recruitment, selection and employment. John Edwards Care Homes Ltd is committed to attracting and recruiting the people who are best suited to meet the requirements of our vacancies without regard to race, ethnic origins, colour, sexual orientation, nationality, disability, age, gender or marital status.

Our policy is to recruit the best person possible for each vacancy, to ensure that the highest levels of service are provided to all stakeholders.

It should be noted that CVs are not accepted by John Edwards Care Homes Ltd and all candidates must complete a John Edwards Care Homes Ltd application form, in paper copy.

For front line roles involving contact with children or young people/vulnerable adults or where they have access to sensitive data or information relating to children or young people or vulnerable adults, due regard must be paid to the requirements of Section 11 of the children act 2004, section 175 of the education act 2002 and/or the safeguarding vulnerable groups act 2006.

References and Pre employment

John Edwards Care Homes Ltd is committed to safeguarding and protecting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment. All candidates for employment are required to co-operate with our pre-employment checking procedures. In line with our safer recruitment procedure all front-line roles involving contact with children, young people or vulnerable adults will undergo a number of pre-employment background checks including the requirement to have references available at the short listing stage. These references will ask specific questions about the candidate’s suitability to work with children, young people or vulnerable adults.

References on other roles will normally be sought, with the successful candidate’s permission, before interviews if possible after the interview or prior to a formal contract being issued. One reference should be that of the candidate’s current line manager from their current, or most recent, employment. Where there has been more than one employment in the last five years at least two satisfactory employment references will be required. One personal reference will also be required.

All references received will be verified by the recruiting manager in line with safeguarding.

All qualification certificates that are applicable to the vacancy, and other evidence of professional training, should be produced, validated and copied or scanned to the employee’s personal file. In addition criminal records bureau questionnaires must be completed submitted and cleared prior to the preferred candidate taking up employment for all posts where these statutory clearances are held to be required.


Job adverts will make it clear that “John-Edwards Care Homes Ltd” is committed to safeguarding & promoting the welfare of children and young adults.

Job descriptions will make reference to the responsibility for safeguarding the welfare of children and vulnerable adults

The person specification includes specific reference to the suitability to work with children and vulnerable adults.

Application forms & other information provided by the applicant will be scrutinised to resolve any discrepancies or anomalies.

References will be sought and will be followed up by a telephone call to the referee to confirm the content.

Previous employment history will be checked

Verification that the applicant has the health and physical capacity for the position will be checked.

Disclosure and Barring service(DBS) mandatory checks for children/vulnerable adults will be carried out.

New applicants are required to pay for the DBS check prior to commencing employment with JECH, a refund will be issued to each employee following successful completion of the probationary period.

Only on receipt and satisfaction of all of the above with the appointment be confirmed and a start date offered. A 22 week probationary period for every new employee will commence on the first date of employment with the company.