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COVID-19 UPDATE Please be reassured that MacIntyre is open and actively recruiting for fabulous people – temporary, relief and permanent - to join our…
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Recruitment Checks
You will appreciate that when joining MacIntyre, you will be working with children and/or vulnerable adults. Therefore when you are successful and accept an offer of employment with us, we will need to see some original documentation (for example passport, birth certificate etc) and take up a number of recruitment checks. These will normally include:
- Proof of right to work in the United Kingdom. Where relevant, candidates from outside the EU will need to produce a biometric residency permit.
- An enhanced Disclosure and Barring Service check (which is paid for by MacIntyre).
- A health check, relating to any adjustments we may need to make for you regarding your employment.
- Two references, which will normally be your current and most recent employers. In some instances, especially if you are working with children, we may need to take additional references. If you are a student or have not worked for some time we can talk to you about getting an academic or personal reference.
- Regardless of your nationality, if you have spent six months or more outside the UK (as an adult) within the last five years, we will ask you to obtain an overseas police check from the relevant jurisdiction.
Statement regarding the disclosure of criminal offences
Your work will involve substantial opportunity for access to children and/or vulnerable adults. It is therefore exempt from the Rehabilitation of Offenders Act, 1974 and you are required to declare any pending prosecutions or convictions you may have.
Please note however, the amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected' and are not subject to disclosure to employers, and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the Disclosure and Barring Service website.
Any information you do provide will be treated in confidence and will only be taken into account in relation to an application where the exemption applies.
The disclosure of a criminal record, or other information, will not debar you from appointment unless the selection panel considers that the conviction renders you unsuitable for appointment. In making this decision, we will consider the nature of the offence, how long ago and what age you were when it was committed and any other factors which may be relevant, including appropriate considerations in relation to our published Diversity in Employment Policy.
Failure to declare relevant offences, however, may disqualify you from appointment or result in summary dismissal if the discrepancy comes to light.
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