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Working with children and young people

12 Steps to Safer Recruitment

Follow the 12 steps below to make sure that you recruit only the most suitable candidates to work with children and young people. These steps have been adapted from those supplied by the Children's Workforce Development Council.

Before you release your post...

  1. Ensure that you have an up to date recruitment and selection policy that describes the process and roles before you begin
  2. Ensure that your organisation has a safeguarding policy and that a statement about the organisation’s commitment to safeguarding is included in all recruitment and selection materials.
  3. Ensure that you have an up to date job description and person specification for the role(s) you wish to recruit to, that have been agreed with the recruiting manager.
  4. Ensure that you have an appropriate advertisement prepared that contains all necessary information about the role, timetable for recruitment and your commitment to safeguarding
  5. Ensure that 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.

Before you interview...

  1. Ensure that each application received is scrutinised in a systematic way by the shortlisting panel in order to agree your shortlist before sending invitations to interview.
  2. Ensure that all appropriate checks have been undertaken on your shortlisted candidates, including references and Independent Safeguarding Authority (ISA) checks.
  3. Ensure that all shortlisted candidates receive the same letter of invitation to interview, supplying them with all necessary information.

Before you select your preferred candidate...

  1. Ensure that a face-to-face interview is conducted for ALL shortlisted candidates based on an objective assessment of the candidate’s ability to meet the person specification and job description.
  2. Ensure that all specific questions designed to gain required information about each candidate’s suitability have been asked, including those needed to address any gaps in information supplied in the application form.

Before you formally appoint...

  1. Ensure that you are able to make a confident selection of a preferred candidate based upon their demonstration of suitability for the role.
  2. 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.