SAFER RECRUITMENT PROCESS FOR BROOMWOOD PRIMARY SCHOOL

To ensure we are following our safeguarding requirements and offering a fair system for recruitment of new staff we will adhere to the following procedures:-

We will set out all the essential criteria in the relevant person specification

We will use this to go through each application, checking off whether (or the extent to which) each candidate has met the essential criteria for the role, and use that as the basis for shortlisting – We will always have at least 2 people involved in the shortlisting process (see paragraph 220 of Keeping Children Safe in Education (KCSIE) 2023).

We will use fair criteria and rely only on evidence outlined in the application

Criteria will be taken from the person specification

We will use skills and experience outlined in the application that are relevant to the job in question

We will use the same panel to shortlist and conduct interviews

To reduce the risk of bias and data breaches we will use the same panel for both shortlisting and interviews

We will ask all shortlisted candidates to complete a criminal record self-declarations 

We will ask all shortlisted candidates to complete a self-declaration form, concerning any criminal records or information that would make them unsuitable to work with children, according to KCSIE paragraphs 216 to 219.

The purpose of the self-declaration is to inform the conversations we will have with shortlisted candidates, it will not be used to help us decide who to shortlist. You will have a chance to discuss anything that comes up in the form at the interview stage

We will request two professional references for all shortlisted candidates prior to interview

We will request references prior to interview, however candidates are within their rights to refuse.

If you refuse to provide a reference prior to interview, a conditional job offer will be made subject to satisfactory references being received

We will carry out an online search on shortlisted candidates

This is to help identify any incidents or issues that have happened, and are publicly available online, which we may wish to explore with you at interview. This is explained in paragraph 221 of KCSIE.

See below what checks we do and what we will complete.

We will discuss at interview any gaps in your employment and education history

As part of the interview process you will be asked about any gaps in your employment history for clarification. We may need to conduct further checks based on the information you provide

We will carry out further checks if you are successful in securing the role

If you are successful we will then carry out further checks to ensure you are suitable for the role this includes checking references (if refused at interview stage), applying for a DBS, checking your right to work in the UK, and any relevant overseas checks. If you have lived/worked overseas we need to ensure you do not have any convictions which may stop us from employing you to work with children. We will ask you to provide evidence from the country in question - See Government Website for what is required for each country https://www.gov.uk/government/publications/criminal-records-checks-for-overseas-applicants

In addition, we will also ask you to complete a health questionnaire.

You will need to provide this information before you will be able to take up the post and will responsible for any charges in incurred.