How we vet our staff
We initially carry out a structured telephone interview to assess basic suitability. This eliminates many applicants because they are either unsuitable or are unable to meet the following conditions;
- Proof of identification (for example passport)
- Proof of address (for example a driving license)
- Work permit, if applicable (to demonstrate the right to work in the UK)
- Either two written references from previous employers or, in certain situations, we may allow character references from select occupations (teacher, clergy, a member of a profession) We always ensure all references are verified.
As part of the interview we ask applicants to declare if they have ever been convicted of any criminal offences, however, under Data Protection regulations it is no longer possible to ask the Police to carry out checks on individuals. We do however ask applicants if they would have any objection to us running a criminal records check (now called a DBS check) on them. Obviously if they are reluctant to allow this we take it into consideration for their suitability. We then contact the referees and request specific feedback on the applicant, with particular emphasis on their honesty, reliability and work performance.
After successfully completing our exhaustive checks we then ask one final subjective question: Would we be happy to offer this person work in our own home?
ONLY IF APPLICANTS PASS ALL OUR VETTING CRITERIA DO WE CONSIDER EMPLOYING THEM. WE ARE CONFIDENT THAT OUR VETTING PROCEDURES PROVIDE A ROBUST METHOD OF FINDING HONEST, RELIABLE AND CONFIDENT WORKERS