At Living Waters Services, we are always looking for talented people to join our team. If you are committed to helping young people achieve their full potential and you are reliable, flexible and loyal then we want to hear from you.
We are offering full time, part time or relief roles, for those who want a little more flexibility. Career progression and training are part of the package.
At Living Waters Service we aim to recruit the best person for each vacancy and any offers made will be based purely on objective assessment methods. We are committed to employing people that are not only qualified for the role but people who also have a passion for helping young people achieve thier potential.
We are committed to promoting the welfare of young people and keeping them safe. To enable us to safeguard our young people, our vetting process requires all applicants who are successful at interview to undergo an Enhanced Disclosure & Barring Services check, and for 3 years of satisfactory employment and education referencing, as well as a character reference to be completed prior to any commencement of employment. For applicants who may have lived outside of the UK for 6 months or more, the candidate will be asked to complete the relevant checks equivalent to those carried out by the DBS.
In line with The Asylum and Immigration Act 2006, we will only accept applications from candidates who have the legal right to work in the UK.
We are also committed to equality, valuing diversity and working inclusively across all our activities. We aim to have a workforce that represents a variety of backgrounds and cultures and can provide the relevant knowledge, abilities and skills for our organisation.
If you are not on the DBS update service we are required to conduct our own Enhanced DBS, which requires us to know your address history going back 5 years.
All of our posts are covered by the Disqualification from Caring for Children Regulations (1991). You are therefore required to complete this section before you can be considered.
As some of the activities and support sessions involve travelling with the young people, for food shopping, appointments etc, a driving license and access to a car are desirable but not neccessary.
If Yes - Please note that transporting young people, where applicable, will require you to have Business Insurance.
*The service operates over 7 days a week, 24 hours a day, on a shift based rota system.
Shift patterns starts from 7am - 3pm, the second shift would be from 3pm - 11pm and a Sleep-In from 11pm - 7am).
You can opt to work, block shifts (i.e. Monday 7am until Tuesday 7am), multiple weekdays i.e 4 shifts in a row.
*Please note that hours are reflective of a typical shift pattern – hours may differ based on the support needs of the young people
If you are successful at interview stage we will need proof that you have a right to work in the UK. This means we will need to see an original valid UK/European passport, residency permit or a full birth/adoption certificate with an official document giving your National Insurance number. For further guidance on which documents we can accept, see the Home Office guide.
You are also required to provide two documents which prove your current address for us to complete the DBS check. These original documents will generally need to be less than 3 months old and can include drivers license, bank/building society statements, council tax letters or utility bills (not including mobile telephones). You may wish to refer to the Government list to ensure the documents you intend to bring are suitable. Note that if you are on the update service we will still need one proof of address.
We will need to see original copies of education certificates for the courses you have referred to above, and any other certificates going back three years for courses / training which are relevant to the position you are applying for.
We also need to see an official form of photo ID – such as a passport or driving license (full or provisional). Please ensure you have all of these documents together as we will expect you to bring these with you if you are invited to interview.
Please read carefully the statements below and sign to confirm your agreement:
Data controller: Living Waters Services Ltd (“the Company”)
As part of any recruitment process, the Company collects and processes personal data relating to job applicants. The Company is committed to being transparent about how it collects and uses that data and to meeting its data protection obligations.
What information does the Company collect?
The Company collects a range of information about you. This includes:
The Company may collect this information in a variety of ways. For example, data might be contained in application forms, CVs or resumes, obtained from your passport or other identity documents, or collected through interviews, new starter documentation or other forms of assessment.
The Company may also collect personal data about you from third parties, such as references supplied by former employers, information from Local Authorities, information from employment background check providers and information from criminal records checks. The Company will seek information from third parties only once a job offer to you has been made and you have accepted and we will inform you that it is doing so.
Data will be stored in a range of different places, including on your application record, in HR management systems and on other IT systems (including email).
Why does the Company process personal data?
The Company needs to process data to take steps at your request prior to entering into a contract with you. It may also need to process your data to enter into a contract with you.
In some cases, the Company needs to process data to ensure that it is complying with its legal obligations. For example, it is required to check a successful applicant's eligibility to work in the UK before employment starts.
The Company has a legitimate interest in processing personal data during the recruitment process and for keeping records of the process. Processing data from job applicants allows the Company to manage the recruitment process, assess and confirm a candidate's suitability for employment and decide to whom to offer a job. The Company may also need to process data from job applicants to respond to and defend against legal claims.
The Company may process information about whether or not applicants are disabled to make reasonable adjustments for candidates who have a disability. This is to carry out its obligations and exercise specific rights in relation to employment.
Where the Company processes other special categories of data, such as information about age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership and pregnancy and maternity, this is for equal opportunities monitoring purposes.
For all roles, the Company is obliged to seek information about criminal convictions and offences. Where the Company seeks this information, it does so because it is necessary for it to carry out its obligations and exercise specific rights in relation to employment.
The Company will not use your data for any purpose other than the recruitment exercise for which you have applied.
Who has access to data?
Your information may be shared internally for the purposes of the recruitment exercise. This includes members of the HR and recruitment team, interviewers involved in the recruitment process, managers in the business area with a vacancy and IT staff if access to the data is necessary for the performance of their roles.
The Company will not share your data with third parties unless your application for employment is successful and it makes you an offer of employment. The Company will then share your data with former employers to obtain references for you, employment background check providers to obtain necessary background checks and the Disclosure and Barring Service to obtain necessary criminal records checks.
The Company will not transfer your data outside the European Economic Area.
How does the [Company, Organisation etc] protect data?
The Company takes the security of your data seriously. It has internal policies and controls in place to ensure that your data is not lost, accidentally destroyed, misused or disclosed, and is not accessed except by our employees in the proper performance of their duties.
For how long does the [Company, Organisation etc] keep data?
If your application for employment is unsuccessful, the Company will hold your data on file for 12 months after the end of the relevant recruitment process. At the end of that period [or once you withdraw your consent], your data is deleted or destroyed.
If your application for employment is successful, personal data gathered during the recruitment process will be transferred to your personnel file and retained during your employment and for a period of six years from the date your employment with the Company ends.
As a data subject, you have a number of rights. You can:
If you would like to exercise any of these rights, please contact the Human Resources Team at
If you believe that the Company has not complied with your data protection rights, you can complain to the Information Commissioner.
What if you do not provide personal data?
You are under no statutory or contractual obligation to provide data to the Company during the recruitment process. However, if you do not provide the information, the Company may not be able to process your application properly or at all.
Recruitment processes are not based on automated decision-making.