2. Key Points for Inclusion in a Safer Recruitment Policy

A guide for writing your own setting safer recruitment policy.

Identifying the aims, purpose and key elements are crucial in forming a robust policy.

Think about:

• The aims of the policy (What is the purpose of the policy? Why are you putting it in place? i.e. to prevent unsuitable people being employed or volunteering to work with children)
• Including the statement from the 'Bichard report' (2004)
• Settings may consider whether they require all new staff to join the DBS Update Service. If this is the case settings will need to consider how this will be done and how the cost will be met

Set up and adhere to robust recruitment and selection processes as outlined in:

• Specific job description and person specification
• Appropriate advertising
• Suitable information pack
• Clear application form
• Planning the interview process
• Structuring a panel
• Short listing
• Criminal Records and Self-disclosure statement
• References and enhanced Disclosure and Barring Service (DBS) barred list check
• Interview process
• Record keeping
• Decision making
• Induction and probation process

Using robust vetting and checking processes, involvement of outside agencies and the DBS.

Consider:

• A policy needs to be short enough that people can read it and can find the relevant sections quickly but with enough details to help organisations make decisions in a safe way (e.g. act within the law and keep children and young people safe).
• Should be in plain English
• Must fit in with, and not contradict your safeguarding policy
• Think about where you will keep it, and how it can be accessed. Think about how you communicate it and make sure you use it throughout the whole recruitment process
• If you are working in partnership with other organisations (such as schools), you will want to check that your safer recruitment policies are aligned. If there are any discrepancies, you need to clarify whose policy you are working to
• There must be no exceptions to your safer recruitment policy and procedures once they are agreed. However well you think you know someone; organisations need to be completely fair, and the same rules must be applied to all paid staff and volunteers
• If you are using agency staff, your policy needs to reflect the need for the same standards to be applied by the agency