job interview and crb check !!

jeckyllandhyde

sorry forgot to add this too:

http://www.nacro.org.uk/data/resources/nacro-2007031501.pdf

Savvy_Sue

jeckyllandhyde wrote: »

I normally advise clients to put on the form that asks about pre cons "details to be discussed at interview" In addition I help them prepare a short written synopsis of the circumstances and details of their criminality as a conviction such as yours i.e. “fraud” showing on a CRB check does not tell the whole story. This statement can then be considered by the interview panel once you have left following your disclosure at interview,

Thank you for that VERY comprehensive and helpful post, and I hope the OP finds it reassuring. Would you recommend putting 'no recent offences' before the 'details to be discussed' bit?

It's just that having been on the employer's side of this, I would always want to keep anything like this VERY confidential. If there's a panel, I wouldn't want EVERYONE on the panel to know. The fewer who know, the fewer can let it slip. And the CRB guidance is VERY clear about this: the results of the disclosure should not become public knowledge.

(In fact the disclosure should only be kept for as long as it takes the make the recruitment decision, and should then be destroyed. This has NEVER really made sense to me, because if someone does commit an offence while in your employment, you may be left with the situation that no-one knows what was on their CRB. All you'll be able to say is "We carried out a CRB check and found no reason not to offer employment" which may sound a bit feeble!)

Syman

Sue,

the stir was due to the nature of the contract under which i am employed, it is quite complicated, as i do not work for either the school, or the party that engaged the company for whom i work. so there were three parties involved.

my point was that it would be better to state any offences at the outset to save any later issues.

Savvy_Sue

Syman wrote: »

Sue,

the stir was due to the nature of the contract under which i am employed, it is quite complicated, as i do not work for either the school, or the party that engaged the company for whom i work. so there were three parties involved.

my point was that it would be better to state any offences at the outset to save any later issues.

Oh, that last bit is definitely true, and you'll know in future! And obviously if there's a complicated scenario like yours then it is going to be more widely known than if your line manager countersigns your CRB check application.

I think I'm trying to reassure the OP that when you disclose, you SHOULD be able to do it to a strictly limited number of people, and it SHOULD remain confidential rather than becoming public knowledge to the entire staff before you start!

jeckyllandhyde

Hi Savvy Sue

In response to your question “Would you recommend putting 'no recent offences' before the 'details to be discussed' bit?” in the section of a job application form that asks about convictions.

Remember you have a legal responsibility to disclose if the question is asked on the form and your convictions are unspent or the post is exempt of the ROA.

Adding this wont hurt but if an ex offender is applying for a post and is going to disclose criminality in the way suggested previously and the employer still agrees to consider them after reading the application form it is best to wait until the interview to disclose fully.

You can then fully explain the circumstances of any offences and how you have now changed and moved on and emphasise that these offences were in the past etc etc.

In my experience it would make no difference really, if the employer will consider ex offenders they will give you the chance to explain in one way or another.

It may be that the employer will contact you prior to interview for an informal chat and offer you an opportunity to explain yourself to save wasting both your efforts at an interview. It is up to you then to open up if you wish.

If you decide you are going to disclose pre interview I advise clients to put on the application form “see additional information sheet” in the section on convictions and then attach a copy of the written pre cons synopsis prepared as mentioned earlier.

If you get an interview or a request for more information you have a chance - if not you don’t need to disclose as the employer will not consider applicants with a criminal past regardless.


Hope this helps

Savvy_Sue

Thanks jekyll, another very full and useful post.

karjam, how did you get on?