Safer recruitment policy

At YHA, we promote diversity and inclusion, respect all differences, and are committed to upholding and promoting equality of access and fair treatment of all.

To ensure that all applicants are treated fairly and to ensure fair process for everyone, there is a clear and transparent safer recruitment process for both hiring managers and applicants to follow.

Our roles

All new roles are reviewed and evaluated before being advertised. Job adverts include a clear job description.

Offers of employment are conditional, subject to checks including:

• two satisfactory references
• Right to Work documentation
• satisfactory DBS check

Until the DBS check has been received and a contract issued, employees cannot begin work or reside in YHA provided accommodation. Find out what ID is required for Right to Work and DBS checks.

Diversity monitoring

Diversity monitoring information is requested at the application and onboarding stages. Candidates and employees are not required to shared this information and it is not used as part of the selection process.

Any information provided will be stored securely and used (anonymously) for diversity monitoring purposes only, in line with our Data Protection Policy (PDF).

Safeguarding

YHA is committed to safeguarding and ensuring the welfare of children, young people and vulnerable adults and expects all employees to share this commitment.

The suitability of all prospective employees is assessed during the recruitment process as part of this commitment. YHA also provide safeguarding training to all, in line with our Safeguarding Policy (PDF).

Appeal procedure

We operate a recruitment appeal procedure. Candidates who consider they have been unfairly treated should contact the YHA jobs team within 5 days of receiving the outcome of interview, stating the post applied and details of the complaint.