Recruitment Policy

1. General Detail

The recruitment and selection of host tutors is an ongoing process. This Recruitment Policy aims to provide clear guidance in relation to the selection and appointment of tutors and head office staff. This policy promotes and supports good practice for those with responsibility for recruitment.

This policy and procedures aim to achieve the following objectives:

  • Recruit staff with the appropriate skills, both academic and personal.
  • Ensure that host tutors appointed to posts are qualified to carry out such duties.
  • Follow the principles of Safer Recruitment, as outlined below.
  • Work to a fair, consistent and effective recruitment procedure.
  • Develop and enhance the public image of InTuition Languages both as an employer and as a quality provider of education.

2. Advertising

It is normal practice that all vacancies are advertised internally within the tutor network, as well as externally such as through Tefl.com, the IHWO website, Teacher Training Schools and other media.

3. Enquiries

All enquirers receive a recruitment information pack detailing the requirements of the post, fees guide, and access to the Host Tutor Manual.

4. Selection

Interviews are offered to applicants who satisfy the following criteria:

  • CEFR C2 Level in the language of instruction
  • First (Bachelor's) degree
  • EFL / MFL specialist language teaching certificate/qualification or other teaching certificate/qualification with EFL / MFL language teaching experience
  • Relevant teaching experience

For EFL teachers in the UK, we apply the following standards:

  • Applicants must hold a minimum of a bachelor’s degree and either the Cambridge CELTA, Trinity TESOL, PGCE (ESOL) or equivalent internal/international qualification.
  • Applicants who wish to only accept Young Learner courses may be accepted where they hold a PGCE with a subject specialism related to language teaching (e.g. modern languages or English) or who have primary QTS.
  • We can only accept substantial teaching experience in lieu of a recognised qualification only when a teacher has a degree.
  • In exceptional circumstances, interviews are offered to applicants who do not satisfy all of the above if they meet the rationale criteria provided by Accreditation UK (where applicable).

There is a two-stage appointment process followed in all cases. Initial interviews are conducted virtually by the Director of Studies (DOS), after which either the DOS or an approved member of staff or appointed representative conducts a home visit. The interview includes questions on experience, methodology, approach, and specific techniques. All applications are reviewed independently by another member of the management team before progressing to the home visit stage. During the home visit, a check of original documents and quality of accommodation is made.

Where an applicant for a host tutor role does not wish to host under 18s, a home visit may be conducted virtually. During the video call, the applicant is expected to show the interviewer around their home in the same way as would be done during a physical home visit. Original documents must be posted to head office for verification where a video call visit is undertaken.

A formal confirmation of appointment is then made, conditional upon receipt of references which satisfy InTuition requirements, and appropriate checks (such as DBS / police check clearance) if applicable. Further details are outlined in the Safer Recruitment section of this document. Tutors are then placed on the Active database.

InTuition does its utmost to match teacher and client effectively, in order to ensure that clients’ learning aims are fully achieved.

5. Confidentiality

All application details are treated with the utmost confidentiality. It is the responsibility of the DOS to ensure that suitable arrangements are made for confidentiality to be maintained.

6. Documentation

At all stages of the recruitment process, it is the responsibility of the DOS that all relevant documentation and qualifications/certificates are kept securely, detailing the reasons for selection or rejection of candidates.

7. Equal Opportunity Policy

InTuition Languages confirms its commitment to a comprehensive policy of equal opportunities in recruitment, in which individuals are selected and treated on the basis of their relevant merits and abilities. The aim of this policy is to ensure that no job applicant should receive less favourable treatment on any grounds not relevant to good recruitment practice.

We aim to ensure that no job applicant or employee receives less favourable treatment on the basis of gender including transgender, marital status or civil partnerships, sexual identity, religion and belief, political opinion, race, colour, nationality or ethnic origin, work pattern, age or disability.

Safer Recruitment

The objective of the Safer Recruitment policy is to ensure the safety and security of students aged under 18, as well as vulnerable adult students, through:

  1. Deterring inappropriate applicants through maintaining a comprehensive and thorough application process;
  2. Identifying any potential risks among applicants;
  3. Selecting only those applicants who are considered to be safe to work in the roles applied for.

DBS (Disclosure and Barring Service) / PVG / Police Good Conduct Check Policy

InTuition Languages’ work is classified as regulated activity by the UK government. This means that the roles involved in teaching and hosting students can involve responsibility for, or considerable access to, under 18s.

For all host tutors and staff members who are involved in regulated activity as part of their work with the school, an Enhanced DBS / PVG / police good conduct check is required

New Applicants

1. All new applicants require a new Enhanced DBS / PVG / police good conduct check, unless:

a) There are no other individuals aged 16+ in the household, and

b) The applicant has a current Child Workforce Enhanced DBS which is registered to the Update Service.

OR

a) The applicant has a current Child Workforce Enhanced DBS which is registered to the Update Service and any other individuals 16+ in the household also have a current Child Workforce Enhanced DBS which is registered to the Update Service.

2. If there are any other individuals aged 16+ in the applicant's household, they require a Barred List check, arranged by InTuition Languages (UK only).

Ongoing Compliance

1. All registered host tutors require a new Enhanced DBS / PVG / police good conduct check every three years.

2. All other individuals aged 16+ in the household require a Barred List check, arranged by us, every three years (UK only)

5. If an individual aged 16+ moves into the household, or a child turns 16, a new Basic DBS / PVG / police good conduct check will be required for the individual concerned and a separate Barred List check will be made on the individual concerned at that time, unless

a) The individual concerned has their own current Child Workforce Enhanced DBS which is registered to the Update Service.

6. Host tutors may choose to register their DBS to the update service, but due to the nature of home tuition, a new check every three years is still required.

Prohibited List

Applicants who have previously worked in UK state schools will be subject to a Prohibited List check with the Teacher Record Agency.

General Requirements

  • Two references are requested for every applicant wishing to host under-18s. Referees will be asked appropriate safeguarding questions regarding the candidate’s suitability to work with this age group.
  • A full CV / employment history is required from all applicants. All gaps in employment must be satisfactorily explained.
  • Proofs of identity and qualifications are checked during the home visit.
  • Where an applicant wishes to work with under-18s, specific interview questions are asked to establish that the applicant has a suitable and positive attitude towards working with this age group.
  • Post-recruitment, host tutors are obliged to inform the school of any material change of family circumstances (e.g. a new resident aged 16+).
  • When accepting a booking, host tutors must confirm that the family situation outlined on their public profile is accurate.
  • All applicants who wish to host under-18s must complete our online Basic Safeguarding Awareness course (Level 1) as part of their induction.
  • All applicants must disclose if they or any members of their family or household have had any involvement with Children’s Services.

Recruitment of Head Office Staff

Safer Recruitment policies also apply to staff recruitment at InTuition Head Office:

  • Two references are requested from all applicants. Referees are asked whether there is any reason not to engage the applicant in a role where they have substantial access to under 18s.
  • A full CV / employment history is required from all applicants. All gaps in employment must be satisfactorily explained.
  • Proofs of identity and qualifications are checked during the interview stage.
  • Interview questions explore candidates’ attitudes towards working with under-18s.
  • The interview panel will include a member who has completed the Safer Recruitment in Education online course.
  • All Head Office staff undertake Basic Safeguarding Awareness and Prevent training as part of their induction.
  • The DSL provides regular briefings to all Head Office staff regarding Safeguarding policy developments.
  • Applicants who have previously worked in UK state schools will be subject to a Prohibited List check with the Teacher Record Agency.

Recruitment of Ex-Offenders

InTuition Languages respects its statutory duty to not discriminate against applicants for either Head Office or host tutor positions on the basis of convictions or other details revealed. Appointments are made on merit, and having a criminal conviction does not automatically bar an applicant from any position.

All convictions, cautions, reprimands or final warnings that are not considered ‘protected’ under the Rehabilitation of Offenders Act must be declared when applying for a position with the school. If an applicant fails to disclose a previous conviction, this may lead to:

An application being rejected or (in the event of a failure being discovered post-engagement) summary dismissal, on the grounds of gross misconduct. A failure to disclose a prior conviction may also constitute a criminal offence.

It is unlawful for the school to employ anybody included on the Barred List maintained by the DBS.

The school will report to the police and DBS any instance where:

  • An application is received from a disqualified person
  • False information is provided in support of an application
  • Serious concerns regarding the applicant’s suitability to work with children arise during the interview / referencing process
  • Where a DBS check reveals a previous conviction, caution, reprimand or final warning, the nature of the position being applied for will be considered when a decision as to whether to engage the individual in employment is made:
  • The decision to engage the applicant will be made by more than one manager within the school, with at least one manager with Safer Recruitment training having an input into the process.
  • If considered necessary, the applicant’s LSCB may be contacted for advice.
  • An open discussion regarding the offence will be had with the applicant.
  • The age and (if relevant) frequency of the offence will be taken into account.
  • The final decision on whether or not to engage the applicant will be noted on the applicant’s file, with no reference to the particulars of the offence itself being recorded.

Date of last revision

By whom

January 2021

CEO

October 2020

CEO

July 2018

Director

January 2018

Director