ISC Recruitment and Vetting

Inner Strength Group Ltd - Recruitment and Vetting Policy 2025/26

1. Policy Statement

Inner Strength Group Ltd is committed to ensuring that all individuals engaged in

our football coaching, psychology, and wellbeing programmes — both in the UK

and overseas — are recruited safely, fairly, and in line with safeguarding best practices

practice.

As a trusted partner of the West Ham United Foundation, we recognise that safe

recruitment is a vital part of safeguarding children, young people, and vulnerable

participants. Our recruitment and vetting processes are designed to ensure that all

staﬀ, coaches, and volunteers are suitable, competent, and aligned with our values

of professionalism, integrity, and psychological safety.

This policy supports both the Inner Strength Group Safeguarding Policy

(2025/26) and the West Ham United Foundation Safeguarding Standards, as

well as relevant UK and international legislation.

2. Purpose

The purpose of this policy is to:

• Set out clear and consistent recruitment practices that prioritise safeguarding

and wellbeing.

• Ensure that all staﬀ, volunteers, and contractors are appropriately qualified,

verified, and suitable to work with children and young people.

• Establish robust procedures for background checks, overseas vetting, and

safeguarding training.

• Promote equality, diversity, and inclusion across all recruitment and

appointment processes.

3. Scope

This policy applies to:

• All individuals recruited or engaged by Inner Strength Group Ltd (paid,

voluntary, permanent, temporary, or contract) who have contact with children or

young people through football, education, or wellbeing delivery.

• All recruitment relating to domestic and international football coaching,

performance psychology, education, or community programmes conducted in

partnership with the West Ham United Foundation.

4. Principles of Safe Recruitment

Inner Strength Group Ltd adheres to the following principles:

Transparency: All recruitment decisions will be based on fairness, evidence, and merit.

Safeguarding: Prevent unsuitable individuals from working with or gaining access
to children and vulnerable participants.

Consistency: Apply the same standards of safe recruitment across both the UK-

based and international programmes.

Compliance: Operate in line with the following legislation and guidance:

• Safeguarding Vulnerable Groups Act 2006

• Rehabilitation of Oﬀenders Act 1974 (Exceptions Order 1975)

• Equality Act 2010

• Data Protection Act 2018 / UK GDPR

• Working Together to Safeguard Children (2023)

• West Ham United Foundation Safeguarding Framework

5. Recruitment and Vetting Process

Step 1 - Role Definition and Advertising

Each role will have a clear job description and person specification outlining

safeguarding responsibilities and required qualifications.

All recruitment materials will include the safeguarding statement:

“Inner Strength Group Ltd is committed to safeguarding and promoting the welfare

of children and expects all staﬀ and volunteers to share this commitment.”

Vacancies will be advertised transparently through approved channels.

Step 2 - Application and Shortlisting

Applicants must complete a full application form, including employment history,

qualifications, and criminal record disclosures.

Any gaps in employment or education will be explored and documented.

Shortlisting will be carried out by at least two trained staﬀ members, one of whom

must hold Safer Recruitment in Sport certification (CPSU or NSPCC).

Step 3 - Interview and Selection

Interviews will include safeguarding and scenario-based questions to assess

values, boundaries, and suitability to work with children.

Candidates must present original right-to-work and identity documentation.

At least one interviewer must be trained in Safer Recruitment in Sport.

Step 4 - Pre-Appointment Checks

Before the appointment, all successful candidates must:

• Provide two written references (one from a recent employer).

• Undergo an Enhanced DBS check (UK) or international equivalent.

• Provide proof of qualifications and professional certifications.

• Complete a Self-Declaration Form confirming no relevant convictions or

disciplinary action.

• Agree to social media and online footprint checks where appropriate for

safeguarding purposes.

Recruitment decisions will not be finalised until all checks are satisfactorily completed.

Step 5 - Overseas Recruitment

For international coaching or delivery programmes:

• Equivalent background/criminal record checks must be completed in the

host country.

• A Certificate of Good Conduct or local police clearance must be obtained

where possible.

• Safeguarding standards will be verified with local partners and authorities.

• A local safeguarding lead/contact will be appointed for each overseas

project.

• Inner Strength Group will liaise with the West Ham United Foundation

Safeguarding Team to ensure all overseas compliance is met.

Step 6 - Induction and Probation

All new staﬀ, coaches, and volunteers must complete an induction covering:

• Safeguarding and Code of Conduct

• Reporting and escalation procedures

• Health and safety standards

• Local safeguarding contacts and emergency processes

All appointments are subject to a minimum three-month probation period, after

which conduct, performance, and safeguarding awareness will be reviewed before

confirmation of role.

6. Roles and Responsibilities

• Managing Director: Holds overall accountability for recruitment compliance

and safeguarding integrity.

• Designated Safeguarding Lead (DSL): Ensures all checks, references, and

DBS procedures are completed and logged.

• Programme Leads/Managers: Oversee induction, supervision, and

adherence to safeguarding practice.

• All Staﬀ and Volunteers: Must uphold safeguarding standards, maintain

boundaries, and report concerns immediately.

7. Record Keeping

Inner Strength Group Ltd will maintain secure records of all recruitment

documentation and vetting checks in compliance with UK GDPR.

Records include applications, references, DBS or international certificates, ID

verification, qualification evidence, and induction confirmations.

All records are stored securely and retained for at least six years post-engagement

or in accordance with legal requirements.

8. Equality, Diversity, and Inclusion

Inner Strength Group Ltd is an equal opportunities employer.

Recruitment decisions are based on merit and suitability, without discrimination on

the grounds of race, gender, age, disability, sexual orientation, religion, or

background.

We actively promote diversity and inclusion within our recruitment, delivery, and

leadership.

9. Allegations and Misconduct During Recruitment

If information arises suggesting an applicant may pose a safeguarding risk:

• The DSL will assess and consult with the Local Authority Designated Oﬃcer

(LADO) or international equivalent.

• The oﬀer of employment or engagement will be paused pending investigation.

• Any false or misleading information will result in disqualification from

appointment.

10. Training

All staﬀ involved in recruitment will complete Safer Recruitment Training

(renewed every three years).

The DSL and Deputy DSL will complete Advanced Safeguarding and Safer

Recruitment in Sport training.

Regular updates will be cascaded internally and through West Ham United

Foundation partnership briefings.

11. Monitoring and Review

This policy will be reviewed annually by the DSL and Management Team to

ensure compliance with legislation and alignment with West Ham United

Foundation safeguarding standards.

Findings and updates will be reported as part of partnership accountability.

12. Policy Adoption

This policy was formally adopted by Inner Strength Group Ltd on 01/11/2025.