Recruitment and Selection Policy

Principles

Papillon selects people on merit, competence, integrity and role requirements through a consistent and proportionate process. We welcome diversity, make reasonable adjustments and do not unlawfully discriminate at any stage.

Selection controls

• Define the role, essential criteria, risk level, language pair, sector knowledge and quality requirements before selection.
• Use clear advertising or sourcing, structured assessment and documented decisions proportionate to the engagement.
• Verify identity, right to work where applicable, qualifications, experience, references and professional or language competence.
• Record conflicts of interest and require confidentiality, data protection, information-security and conduct commitments before access is granted.
• Undertake or verify eligible DBS, barred-list or equivalent checks where the law, role or client specification requires them; a check is never used as a substitute for full safer recruitment.

Fairness and accessibility

Questions and assessment methods must relate to the role. Applicants are told how to request reasonable adjustments. Protected-characteristic and monitoring information is handled lawfully and, where practicable, kept separate from selection. Recruitment complaints are considered under the relevant complaints or equality route.

Onboarding and continuing assurance

Appointment is subject to satisfactory checks and agreed terms. Access is limited until onboarding is complete. Performance, quality, training, safeguarding suitability and documentation are reviewed proportionately, with re-verification when required by law, contract, expiry or risk.