Safer recruitment and induction

Learning outcomes

• Design a recruitment process that deters unsuitable applicants
• Explore gaps and inconsistencies in an application history
• Describe the required pre-employment checks for regulated activity
• Use induction and probation as genuine safeguarding checkpoints

Module 1 of 3

Deterring the unsuitable

Safer recruitment starts with the advert. Stating clearly that the role is exempt from the Rehabilitation of Offenders Act, that an enhanced DBS with barred list check is required, and that the organisation is committed to safeguarding deters some applicants before they apply.

Always use an application form rather than a CV alone, so that you receive a complete, chronological employment history and can see every gap.

Module 2 of 3

Interview and checks

Values-based and scenario questions reveal more than competency questions alone: ask what the candidate would do if they saw a colleague cross a boundary, or how they would respond to a child who rejected them repeatedly. Probe attitudes to power, control and children's rights.

Before someone starts regulated activity you need: identity, right to work, enhanced DBS with children's barred list check, qualifications where relevant, two satisfactory references including the most recent employer, and a check on any prohibition or disqualification. Record all of this on a single central record.

Module 3 of 3

Induction and probation

The first weeks are a safeguarding checkpoint, not a formality. New staff should not be left alone with children before induction on safeguarding, whistleblowing, behaviour support and the children's individual plans is complete.

Use probation honestly. Ending a probation for concerns about boundaries is far easier and far safer than managing it two years later.