Recruiting the right team is essential for ensuring the safety and wellbeing of children in the early years sector. Safer recruitment practices are not just about filling vacancies but about safeguarding children and complying with legal and regulatory obligations. Here’s what you need to know to ensure your recruitment processes are robust and meet the latest requirements.
Why Safer Recruitment Matters
Safer recruitment helps to deter unsuitable individuals from working with children. It is a critical component of safeguarding, which is enshrined in England under the Early Years Foundation Stage (EYFS) Statutory Framework for childminders and group settings. Effective safer recruitment processes protect children and build a culture of vigilance within your setting.
Key Steps in Safer Recruitment
- Job Descriptions and Advertisements
Clearly outline the responsibilities of the role, the safeguarding expectations, and your organisation’s commitment to child safety. This transparency sets the tone for applicants. - Application Forms
Use comprehensive application forms to gather detailed information about the candidate’s employment history, qualifications, and suitability for the role. - Screening and Shortlisting
Look out for gaps in employment history or discrepancies in the application. Explore any anomalies thoroughly during the interview stage. - Interviews
Incorporate safeguarding-specific questions to assess the candidate’s understanding of child protection. Behavioural questions can help evaluate their attitudes and approach to safeguarding. - References
The EYFS now requires more robust checks when obtaining and verifying employment references. Ensure that references are directly from the candidate’s previous employers, preferably from a manager who supervised their work with children. Be vigilant for generic or incomplete responses, and always follow up for clarification. - DBS Checks
Conduct an enhanced Disclosure and Barring Service (DBS) check, including the children’s barred list, for all staff and volunteers. For those who have lived or worked outside the UK, consider obtaining overseas police checks where feasible. - Induction and Monitoring
Safer recruitment doesn’t end with hiring. Provide a thorough induction, including safeguarding training, and continuously monitor staff to ensure they uphold safeguarding standards.
Developments in Safer Recruitment
We have further safeguarding reforms in September 2025 and employers should familiarise themselves with the future requirements of the EYFS in England so they can be prepared for compliance.
Conclusion
Safer recruitment is more than a legal requirement—it is a moral obligation for all early year’s providers. By implementing these practices, you not only safeguard the children in your care but also build trust with families and create a secure, supportive environment for your team. Regularly review and refine your processes to ensure compliance with the latest guidance and maintain the highest standards of child protection.
If we can be of any assistance with any aspect of Safer Recruitment please call us on 01527 909436.
If you’d like to attend our Safer Recruitment Masterclass on 6th February 2025 at 7 p.m. completly free of charge, here’s the link.