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Recruitment and selection

All organisations that employ staff or volunteers who work with children must have in place safe and robust recruitment and selection processes.

  • Safe recruitment should include anyone visible to a child even when there is no regular direct contact as any person the child comes into contact with or observes, has the potential to negatively affect the child.
  • Safe recruitment processes must apply to both permanent and temporary staff at all levels and be practiced and adhered to by employment agencies supplying staff to the organisation.
  • Everyone involved in the selection of staff must undertake safer recruitment training as offered by ESCB, as well as any other training specific to their organisation where available.

(ESCB will monitor the uptake of training to ensure that all organisations have appropriately trained staff involved in the recruitment process.

Job advertisements and application processes should outline an employer’s commitment to safeguarding with a statement to this effect. The job description should clearly set out the extent of the relationship with children and the degree of responsibility the role requires. The application form should also require full personal information, relevant qualifications, employment history and a declaration of criminal convictions.

Applications from candidates looking to work with children must provide both professional and character references. Where possible, references should be taken up prior to interview so that any concerns can be explored with the referee and taken up with the candidate. All references should contain verifiable information and must disclose whether a candidate has been subject to disciplinary action in relation to their work with children.

If a candidate claims to have a qualification relating to working with children that cannot be verified through their references it is important that the employer contact the awarding body and ask that they check their records for the candidate.

During the interview, questions should set out to test the candidate’s specific skills and abilities to carry out the job they applied for. The candidate’s attitude towards children and young people in general should also be tested as well as their commitment to safeguarding and promoting the welfare of children in general. At least one member of the interview panel should have the relevant training to recognise this.

A job offer can then be sent out to the best candidate following a successful DBS check. 

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