Safe recruitment practices ensure that unsuitable persons do not gain access to work (either on a paid or voluntary basis) with children in schools.

Key elements of safe recruitment practice

  • Consider safeguarding at every process stage: planning, advertising, interview and appointment.
  • Ensure the job description includes the responsibility for safeguarding children.
  • Ensuring the person's specification includes reference to suitability to work with children.
  • Checking the application form, including employment/ experience history and ensuring that any gaps/ anomalies are satisfactorily explained.
  • Ensure receipt of independent professional references which address specific questions.
  • Face-to-face interview. Interview panel to have received appropriate, safer recruitment training
  • Verification of candidate’s identity and right to work in the UK
  • Verify academic qualifications (and/ or professional body status) (original copies required).
  • Medical clearance to establish mental and physical fitness for the role
  • Enhanced DBS disclosure and Children’s Barred List on staff and volunteers undertaking regulated activity and, where relevant, an overseas criminal record check.
  • Teacher status checks – Qualified Teacher status; Induction Standards; Prohibition from teaching; Disqualification Under Childcare Act (2009)

This guidance should be read in conjunction with the Department for Education (DfE) publication Keeping Children Safe in Education