14 Steps to Safer Recruitment

This information has been developed to guide settings through each of the stages required to follow a safer recruitment process.

Step	Key points	Toolkit Section
1	Recruitment and policy Before you begin, ensure that you have read and understood the Norfolk County Council safer recruitment policy and guidance. This has been developed for the early years and childcare sector and describes the process and roles for recruitment.	All sections
2	Setting's policy and self-evaluation tool Ensure that your organisation has a safer recruitment policy and that the 'Safer staffing evaluation' standards tool in section 16 of the safer recruitment part of the guidance has been completed.	Sections 2 and 16
3	Job description and person specification Ensure you have an up-to-date job description and person specification for the role(s) you wish to recruit to, which have been agreed with appropriate personnel e.g. committee members, governors, trustees, human resources department.	Section 3
4	Advertising Ensure you have prepared an appropriate advertisement that contains all necessary information about the role, timetable for recruitment and your commitment to safeguarding.	Section 4
5	Information pack Ensure you have compiled a suitable candidate information pack containing all the required information about the organisation, role, recruitment timetable, safeguarding policy/statement and application form.	Section 6
6	Application forms and short listing Only accept applications made on your own form. Ensure that each application received is scrutinised in a systematic way by the short-listing panel, in order to agree your short list before sending invitations to interview. CVs and open references or testimonials should not be accepted under any circumstances.	Section 5
7	DBS and references Ensure all appropriate checks have been undertaken on your shortlisted candidates, including references DBS enhanced checks and overseas checks as appropriate. If references are not received prior to interview, they must be in place and deemed satisfactory prior to commencement of post.	Section 7
8	Questions and identifying gaps Ensure all specific questions which have been designed to gain the required information about each candidate's suitability have been asked, including those needed to address any gaps in information supplied in the application form, and any consideration concerning overseas employment.	Section 7
9	Letter of invitation to interview Ensure that all shortlisted candidates receive the same letter of invitation to interview, supplying them with all necessary information.	Section 9
10	Interview Conduct a face-to-face interview for ALL shortlisted candidates based on an objective assessment of the candidate's ability to meet the person specification and job description.	Section 7
11	Selection and appointment Ensure that you are able to make a confident selection of a preferred candidate based upon their demonstration of suitability for the role.	Section 7
12	Letter of appointment Ensure that your preferred candidate is informed that the offer of employment (including volunteer positions) is conditional on receiving satisfactory information from all necessary checks e.g. enhanced DBS, two references.	Section 10
13	Induction and probation period During the probationary period, which should be at least six months, the employee should regularly work under the supervision of a more experienced member of staff and receive a comprehensive induction.	Section 13
14	Record keeping Hold notes of all candidates' interview processes securely for six months and hold successful candidates' responses indefinitely.	Section 7