KCJ Recruitment policy on the recruitment of ex-offenders

KCJ Recruitment policy on the recruitment of ex-offenders

• as an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), KCJ Recruitment Ltd complies fully with the code of practice and undertakes to treat all applicants for positions fairly

• KCJ Recruitment Ltd undertakes not to discriminate unfairly against any subject of a criminal record check on the basis of a conviction or other information revealed

• KCJ Recruitment Ltd can only ask an individual to provide details of convictions and cautions that KCJ Recruitment Ltd are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)

• KCJ Recruitment Ltd can only ask an individual about convictions and cautions that are not protected

• KCJ Recruitment Ltd is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background

• KCJ Recruitment Ltd has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process

• KCJ Recruitment Ltd actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records

• KCJ Recruitment Ltd select all candidates for interview based on their skills, qualifications and experience

• an application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

• KCJ Recruitment Ltd ensures that all those in KCJ Recruitment Ltd who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

• KCJ Recruitment Ltd also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

• at interview, or in a separate discussion, KCJ Recruitment Ltd ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment

• KCJ Recruitment Ltd undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.

KCJ Recruitment will always do whatever they can to assist any ex-offender in an attempt to get them back into society and to be given a second chance and rehabilitated.