If you are being offered a position with us, following the conditional offer, we will carry out the required checks which will involve us requesting two references. One of these should be your current or most recent employer.  

 

If you are self-employed, we accept references from a customer, a supplier, an accountant, solicitor or someone you have had professional dealings with.  

 

If you have finished full time education and have no employer reference, we will accept a reference from:  

 

• a professional from your centre of study, for example, a teacher, lecturer or headteacher  

• your GP or health visitor  

• a character reference from a person who knows you  

• a civil servant from a government agency  

• a bank manager  

 

We will check your right to work in the UK and your qualifications. If you are the successful candidate we will also ask you to complete a short health form and if necessary, an occupational health questionnaire, so we can start looking at reasonable adjustments for your needs.   

Safer recruitment and DBS checks

 

At BCP Council, we are proud to #BeTheDifference in our communities by creating a safe environment for residents, colleagues and the people we support.

 

We are committed to safeguarding and promoting the welfare of our community, while ensuring our recruitment processes remain fair, inclusive and accessible to everyone. We expect all employees and volunteers to share this commitment and play their part in helping us maintain a safe and supportive environment for all.

 

When a DBS check is needed

 

Applicants to certain posts will be required to complete the appropriate level of Disclosure & Barring Service (DBS) check. This will always be clearly explained in the job advert and the level of check will depend on the role

 

Where required, the check will take place as part of your conditional offer (pre-employment checks).

 

We only ask applicants to complete a DBS check where it is necessary and appropriate for the role, legally required, and helps us meet our safeguarding responsibilities.

 

Fair and inclusive recruitment

 

We are committed to giving everyone the opportunity to succeed and welcome applications from people from all backgrounds — including those with criminal records.

 

Having a criminal record does not automatically prevent you from working with us.

 

If a DBS check is required:

 

• we will only ask for information we are legally allowed to request
• any information shared will be treated confidentially
• decisions will be made fairly and on an individual, case-by-case basis

 

This may include considering:

 

• the nature of the role
• the relevance of any offence
• how long ago it occurred

 

We do not unfairly discriminate against applicants based on a conviction or any information disclosed as part of a DBS check.

 

What happens next

 

If your role requires a DBS check, we will:

 

• let you know at the point of offer
• guide you through the application process
• support you with ID checks where needed

 

Your offer of employment will be conditional on satisfactory pre-employment checks, where applicable.

 

Find out more

You can read our full approach in our Recruitment of Ex-Offenders Policy.

Candidate experience and feedback on our process: 

 

We are always looking to improve our recruitment processes and to provide you the candidate with a positive experience whatever the outcome of your application. We would love to hear your feedback and any ideas you may have for making improvements. Feel free to contact us at recruitment@bcpcouncil.gov.uk.