It is important to plan recruitment carefully to allow sufficient time at each stage. Use this Recruitment and selection checklist (doc format, 103Kb)

Factors to consider:

  • The job – Is the role still required? Is the job description up to date?
  • Selection criteria - All candidates will be assessed against the selection criteria, so they must form a fair and non-discriminatory framework applied consistently throughout the recruitment and selection process.
  • Advertisement – Where is the best place to advertise? What does the advert need to tell applicants?
  • Interview and selection methods
    • Do you want to use other selection methods besides interviews, such as delivering a lesson, a presentation or some other activity? Will children be involved?
    • Who will conduct the interviews, and has at least one-panel member been trained in Safe Recruitment? To discuss safer recruitment training, contact See further details on the Safeguarding Training page LINK.
    • When and where will the interviews take place?
  • Roles and responsibilities – Who will carry out pre-interview checks, photocopy application packs, invite candidates to interview, organise the interviews? Who will gather information to record against the school’s equality objectives?

School’s Recruitment Policy

The Department for Education (DfE) ‘Keeping Children Safe in Education’ requires schools to have a clear recruitment and selection policy and procedure.

Writing a job advert

The job advert is the first image potential applicants will see of the school. It is critical to get it right and make sure it promotes a positive impression. It needs to be concise and include the essential requirements people need to do the job, so that you only get suitable applicants.

Adverts should include:

  • Information about the job:  Job title, grade/salary, any additional allowances, location, hours of work, duration (i.e. permanent, temporary or fixed term), key aims,  interesting features.
  • Information about the school:  achievements, growth, size, interest factors, future projects and development.
  • Essential requirements: qualifications, skills, experience, knowledge and attitude required (taken from the selection criteria)
  • How to apply: Encourage people to phone for an informal chat about the job or even visit the school, let them know who to contact, where to get a job description/role profile. We also recommend giving the date/s interviews will be help so applicants can hold the time in their diaries.
  • Equalities statement – to promote and develop a diverse workforce at the school, include a statement about its commitment as an equal opportunity employer. (See guidance on Equality Act and what not to write in adverts (pdf format, 113Kb)
  • Safeguarding statement – This is a key statement to highlight the school's commitment to child safeguarding in an effort to deter any unsuitable candidates. For example, '_______ School is committed to safeguarding children and young people.  All post holders in regulated activity are subject to appropriate vetting procedures and a satisfactory “Disclosure and Barring Service Enhanced check”.

Education Jobs Oxfordshire is the main recruitment hub for education opportunities in Oxfordshire. They promote Teaching, Leadership and Support vacancies in schools.