‘Safer Recruitment is a statutory duty for all schools to undertake when recruiting new members of staff. It is in place to ensure the welfare of the children and should be a continual process of improvement. 

Its function is to ensure that anyone who works with children is not a risk and that those who are barred from working with children are deterred from applying or rejected from the process.’ (NGA) 

‘Safer recruitment is a set of practices to help make sure your staff and volunteers are suitable to work with children and young people. It’s a vital part of creating a safe and positive environment and making a commitment to keep children safe from harm.’ (NSPCC) 

How to ensure safer recruitment in schools: 

• Safer recruitment policy: Have a policy that outlines procedures and fair practices for recruiting staff  

• Adverts: If the role requires a criminal records check, this should be included in the advert. 

• Shortlisting: Shortlisting should be carried out by at least two people who will also be on the interview panel 

• Identity checks: Check each candidate’s identity during the recruitment process 

• References: ask referees about a candidate’s suitability and ability to work with children and young people. Contact the referee if it expresses concerns, is incomplete or vague.  

• Training: Ensure that at least one person on an appointment panel has undergone safe recruitment training  

• Job descriptions: Make sure job descriptions clearly state that the role involves working with children and young people  

• Self–disclosure: A self-disclosure form gives shortlisted or successful candidates the opportunity to tell you confidentially about any relevant criminal convictions, child protection investigations or disciplinary sanctions they have on their record.  

• Vetting and barring checks: Conduct vetting and barring checks on all shortlisted candidates  

• Overseas checks: If a candidate has been resident outside the UK for three months or more over the past five years, you should check the candidate’s criminal record in that country.  

• Online checks: If you are thinking about conducting online checks, you must let all applicants know that they will be subject to an online search if shortlisted. 

• Risk assessment: Assess any risks identified through vetting and barring checks  

• Induction: have a consistent induction process which ensures safeguarding has a high profile 

• Allegation management: Manage any allegations of inappropriate behaviour or abuse by staff or volunteers  

‘In England, the statutory guidance is Working together to safeguard children (Department for Education, 2023). This highlights the responsibility of all organisations working with children to have safe recruitment practices in place. 

English schools and colleges must follow Keeping children safe in education: statutory guidance for schools and colleges (Department for Education, 2024). 

• This gives school governing bodies the responsibility to ensure safer recruitment practices are put into place. 

• Part 3 gives guidance on safer recruitment.’ (NSPCC) 

‘There is no reason why Children in Care cannot achieve as much as any other child or young person. Indeed, they should receive close, personalised support from a number of qualified professionals to make better educational progress.’ (Improving attainment of CIC) 

 This blog was written by Bretta Townend-Jowitt, Education Consultant and Trainer.