Employees and employers within an education environment with young people and children are responsible in keeping them safe. Part of this is ensuring safe processes for recruitment are adhered to, guaranteeing that only suitable applicants pass through the process and are potentially hired.
The Importance of Safe Recruitment
Recruitment processes are typically engineered to test the candidate’s competence in performing the job, taking into account skills, experience and how they would fit into the team.
When it comes to employment with vulnerable people, such as young people and children, these processes are not enough to ensure only suitable candidates pass through.
It is crucial and mandated that candidates, whether full-time employees or volunteers, are fit to work alongside vulnerable groups.
There is legislation from the government on this matter.
Safeguarding Vulnerable Groups Act 2006 – This forms the main legislation of the initiatives, setting the framework for overseeing the Vetting and Barring Scheme managed by the Independent Safeguarding Authority. This scheme ensures employers make safe decisions concerning recruitment.
Protection of Freedoms Act 2012 – This legislation includes a section on safeguarding, which notably commenced the merging of the Criminal Records Bureau with the Independent Safeguarding Scheme to become the Disclosure and Barring Service. This authority now supports organisations in making safe recruitment decisions.
Safe recruiting processes require extra amendments and steps to usual practices. These include:
• An educational environment working alongside children must be specifically referenced within the job description, as well as the responsibilities of safeguarding within the job.
• Comprehensive and detailed information about the applicant’s identity and background will be sought, alongside relevant checks.
• References from previous employers will be sought, as well as possible character references, focused around the employee’s suitability to work alongside children. The interview will also delve into this.
Designed to check the candidate’s criminal record, a DBS application assesses their suitability for working with children, among other requirements.
For basic DBS checks, enquire with companies such as http://www.carecheck.co.uk/dbs-checks.
When the Disclosure and Barring Service was formed, the name of this check was changed from the CRB application.
The employer requests the application, which is then completed by the candidate. Once the check is complete, a certificate is sent to the candidate.