August 202 4 Safer Recruitment Processes for Managers Sending the right message from the start Include the responsibility for, and degree of contact with, children involved in the role within the job description State the organisations commitment to safeguarding a nd the need for DBS disclosure in the advert, for example: “............ is committed to safeguarding children and promoting the welfare of children and young people and expects all employees, workers, a nd volunteers to share this commitment. We will ensure all our recruitment and selection practices reflect this commitment. This post is s ubject to an enhanced DBS check” Include statements about the safeguarding responsibilities of the post in the job description, for example: “Responsibility for promoting and safeguarding the welfare of children and young people that you are responsible for and come into contact with”. Send information about the organisations safeguarding policy and practices to candidates upon application. Application and interview stage Do not accept CVs as the sole form of application to a position. The applicant must have signed the application form to declare that the information included was true and that they have disclosed all information about any criminal record. Any gaps in employm ent, reasons for leaving and vagueness on an application form must be investigated either prior to, or at, interview. August 202 4 Ask about their attitudes toward children, child protection, and their motives for working with children during the interview and prob e answers given. Be aware of inappropriate language when talking about children, unclear boundaries with children and a lack of understanding or appreciation of children’s needs or expectations. Interviews should be conducted with at least 2 people, one o f which must have received sager recruitment training. Ideally references should be taken up BEFORE interview. Appointment and Induction Any offer of employment must be conditional upon receipt of completed checks. You must check the following, either at interview or prior to employment: identity (original documents), qualifications (original certificates), 2 references, CRB checks and medical clearance. Ensure safeguarding children is a prominent feature in any induction process which should also clarify what is considered bad practice, highlight appropriate behaviour/ conduct, and provide an opportunity to discuss child safeguarding issues. CWDC Safer Recruitment on - line training Reference: Recruiting and managing Employees - Pre School - Learning Allian ce Recruitment and retention handbook – Early Education and childcare