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, in the UK and overseas, are recruited safely, fairly, and in line with safeguarding best practice.

We recognise that safer 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, consultants, contractors, and volunteers are suitable, competent, and aligned with our standards of professionalism, integrity, and psychological safety.

This policy should be read alongside the Inner Strength Group Safeguarding Policy (2025/26) and relevant UK legislation and guidance, and it will be applied to overseas delivery in line with local legal requirements and safeguarding expectations.

2. Purpose

The purpose of this policy is to:

Set out consistent recruitment practices that prioritise safeguarding and wellbeing.
Ensure 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 in all recruitment and appointment processes.

3. Scope

This policy applies to:

All individuals engaged by Inner Strength Group Ltd (paid or voluntary, permanent, temporary, freelance, or contract) who have contact with children or young people through football, education, or wellbeing delivery.
All recruitment for domestic and international programmes delivered by Inner Strength Group Ltd, including community and education-based provision.

4. Principles of Safer Recruitment

Inner Strength Group Ltd adheres to the following principles:

Transparency
Recruitment decisions are based on fairness, evidence, and merit.

Safeguarding
We aim to prevent unsuitable individuals from working with or gaining access to children and vulnerable participants.

Consistency
We apply the same safeguarding standards across UK and international delivery, adapting only where legal frameworks require local equivalents.

Compliance
We operate in line with:

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)

5. Recruitment and Vetting Process

Step 1 – Role Definition and Advertising

Each role will have a job description and person specification outlining safeguarding responsibilities and required competencies.
All recruitment materials will include:
“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 an application form including employment history, qualifications, and declaration of relevant convictions where applicable.
Any gaps in employment or education will be explored and documented.
Shortlisting will be carried out by at least two people, with at least one trained in safer recruitment.

Step 3 – Interview and Selection

Interviews include safeguarding and scenario-based questions to assess values, boundaries, and suitability.
Candidates must present original proof of identity and right to work (where applicable).
At least one interviewer must be trained in safer recruitment.

Step 4 – Pre-Appointment Checks
Appointments are subject to satisfactory completion of:

Two references (one from the most recent relevant employer where possible).
Enhanced DBS check with appropriate barred list checks where required by the role (UK), or equivalent checks.
Verification of qualifications and professional memberships where relevant.
Self-declaration confirming no relevant convictions, investigations, or disciplinary proceedings.
Online and social media checks where proportionate and relevant to safeguarding.

No appointment will be confirmed until required checks are completed and recorded.

Step 5 – Overseas Recruitment and Delivery
For international coaching or programme delivery:

Equivalent criminal record / background checks must be completed where available.
A certificate of good conduct or local police clearance will be obtained where possible.
Safeguarding expectations will be agreed with local partners and venues.
A local safeguarding contact will be identified for each project, with clear reporting routes.
Inner Strength Group Ltd will ensure briefing, supervision, and incident reporting processes are in place before delivery begins.

Step 6 – Induction and Probation
All new staff, coaches, and volunteers must complete induction covering:

Safeguarding policy and code of conduct
Reporting and escalation procedures
Health and safety guidance
Programme-specific safeguarding structure and emergency processes

All appointments are subject to a minimum three-month probation (or equivalent review period for contractors), with safeguarding conduct and practice reviewed before confirmation.

6. Roles and Responsibilities

Managing Director: Overall accountability for safer recruitment compliance and safeguarding integrity.
Designated Safeguarding Lead (DSL): Ensures all vetting checks are completed, recorded, and stored securely.
Programme Leads/Managers: Oversee induction, supervision, and adherence to safeguarding practice.
All Staff and Volunteers: Maintain professional boundaries, uphold safeguarding standards, and report concerns immediately.

7. Record Keeping

Inner Strength Group Ltd maintains secure records of recruitment checks in line with UK GDPR. Records include: application forms, interview notes, references, DBS/equivalent outcomes, ID verification, qualification evidence, and induction confirmation. Records are retained for a minimum of six years post-engagement or as required by law.

8. Equality, Diversity, and Inclusion

Inner Strength Group Ltd is an equal opportunities employer. Recruitment decisions are based on merit and suitability, without discrimination based on protected characteristics. We actively promote diversity and inclusion across 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, where appropriate, consult the LADO (UK) or overseas equivalent.
Any offer or engagement will be paused pending assessment.
False or misleading declarations will result in disqualification from appointment.

10. Training

All staff involved in recruitment complete safer recruitment training (refreshed every three years). DSL and Deputy DSL complete advanced safeguarding training. Safeguarding updates are cascaded through internal briefings and programme delivery debriefs.

11. Monitoring and Review

This policy will be reviewed annually by the DSL and Management Team to ensure compliance with legislation and alignment with safeguarding best practice.

12. Policy Adoption

This policy was formally adopted by Inner Strength Group Ltd on 08/01/2026.