cate, which does not include a barred list check, will be appropriate. 245. Barred list information must not be requested on any person who is not engaging in or seeking to engage in regulated activity. 246. The flowchart below (page 71) provides more information on the decision- making process. 247. Where a DBS certificate is required, it must be obtained from the candidate before, or as soon as practicable after, the person’s appointment, including when using the DBS update service (see paragraphs 254 - 257). 248. Once the checks are complete, the DBS will send a DBS certificate to the applicant. The applicant must show the original paper DBS certificate to their potential employer before they take up post, or as soon as practicable afterwards. Schools and colleges will be able to compare any information disclosed on the certificate with any information shared by the applicant during the recruitment process. DBS guidance on how to check a DBS certificate can be found on GOV.UK. 249. Schools and colleges should assess cases fairly, on an individual basis. A decision not to appoint somebody because of their conviction(s) should be clearly documented, so if challenged the school or college can defend its decision, in line with its policy on the recruitment of ex-offenders. 250. When assessing any disclosure information on a DBS certificate, schools and colleges should take into consideration the explanation from the applicant, including for example: • the seriousness of any offence and relevance to the post applied for • how long ago the offence occurred • whether it was a one-off incident or a history of incidents • the circumstances around the incident, and, 70 • whether the individual accepted responsibility for their actions. 251. The school or college should also co