Friday, 3 July 2009

Question What is safer Recruitment?

In response to the question "What is safer Recruitment"

Safeguarding Children and Safer Recruitment in Education came into force 1 January 2007. You can read the full 152 page document by clicking here

Basically it sets out the responsibilities of all local authorities, schools and Further Education (FE) colleges in England to safeguard and promote the welfare of children and young people. It sets out recruitment best practice, some underpinned by legislation, for the school, local authority, and FE education sectors.

The guidance is also relevant for supply agencies who supply staff to the education sector, contractors who work in education establishments responsible for under 18s, as well as other providers of education and training for those under 18 funded by the Learning and Skills Council (LSC). The document also details the process for dealing with allegations of abuse against staff.

This guidance does not cover the requirements of the new vetting and barring scheme to be introduced under the Safeguarding Vulnerable Groups Act 2006. These will be phased in from 2008, and updated guidance will be prepared in due course.

This Guidance replaces:

Child Protection: Preventing Unsuitable People from Working with Children and Young Persons in the Education Service;

Criminal Records Bureau: Managing the Demand for Disclosures;

Safeguarding Children in Education;

Safeguarding Children: Safer Recruitment and Selection in Education Settings;

Dealing with Allegations of Abuse against Teachers and Other Staff (November 2005).

It also replaces the guidance contained in Checks on Supply Teachers which was issued in September 2004, Circular 7/96, Use of Supply Teachers, and in the associated Guidance Notes for Teacher Employment Businesses and Agencies.

If you really want to know more then below is the Hartlepool Borough Council Safer Recruitment Procedure. Please don't read any further unless you really want to know!


The post for which you are applying is subject to safer recruitment measures. This is because it is located in a school, or is a position where the nature of the work and/or the setting(s) in which you may be required to work could lead children and young people to regard you as a safe and trustworthy adult, and/or you will have access to sensitive information about children or young people.

Safer recruitment measures include rigorous checking information you supply about yourself in your application e.g. verifying employment history and qualifications and references, enhanced Criminal Records Bureau check and assessment of your suitability in light of safeguarding and promoting the welfare of children and young people.

It is important, therefore that in support of your application you comply in full with our requirements, for example, by scrupulously completing the application form and prompt answering any queries we may have on your application. Non cooperation or lack of cooperation in this on your part will lead to your application not being considered.

How our recruitment process works

A selection panel is formed, made up of not less than two people, usually including the manager of the job. They agree the content of the Job Description and the essential criteria for the Person Specification. A job advert is then written.

When we receive application forms, we separate Part A and Part B. Only Part C is given to the selection panel. The panel does not see personal information about you. This is designed to reduce the chances of inadvertent unfair discrimination.

Each panel member then compares the information on Part C of your Application Form with the criteria on the Person Specification. They each read all applications, form their views and determine who will go through to the next stage. If there are a lot of applicants that meet the requirements, the panel will go through the successful pile again, keeping only those who best meet the requirements. References are then asked for and taken up at this point. If you specify on the application form that we cannot contact a referee prior to the interview you will be contacted and asked to explain why, if the reason you give is acceptable we may delay taking up the reference. However, if the reason given is unacceptable or the decision to delay taking up the reference is likely to cause an unacceptable delay in filling the vacant post, you will be contacted to be advised as to whether we intend to request references prior to interview or that your application will not be progressed any further.

If you have not received a response within 4 weeks of the closing date you have been unsuccessful.

What do we value on Application Forms?

We are only looking for the things we have listed on the Person Specification. We believe that there are extremely talented people in the jobs market. People who, for one reason or another, have not developed their skills and abilities through a traditional academic route and gained a qualification.

So, in addition to qualifications we also value other things such as previous job experience, research projects or personal study, voluntary work, social experience or personal life experience. You will be asked to provide original certificates to verify your qualification(s).

How to best fill in your Application Form

Post Reference
You will find a box marked post reference on Part A, Part B and Part C. Complete the boxes with the details supplied in your recruitment package. It is essential that you fill the boxes in as the application is split into separate sections and this allows us to track the application.

Application I.D.
Application I.D. is an internal administration box. You are not required to complete this box.

General notes
The selection panel are looking for those candidates who can give real examples of when they have displayed the essential things on the person specification. It is quality, not quantity that is important.

Do not enclose a CV; we only want information on the application form. CV’s will not be considered.

Give details of your full employment history and details of all gaps in employment, e.g. to have a family, because of illness, career breaks etc.

Give details of any referees whom we can ask for information about you. If you are employed, include details of your current employer. If you are unemployed, give details of your last employer. If you have never been employed, please give details of a school, college or university tutor.

In the interest of Safeguarding and promoting the welfare of Children, the Authority reserves the right to request a reference from your current or most recent employer and any previous employer, regardless of whether or not you have indicated such employers may be contacted.

Focus on the ‘How you meet the essential requirements’. Take each of the criteria on the Person Specification in turn. Take time to think about all of your previous experience and knowledge, and give examples of where you have best displayed the things that are asked for. Simply stating that you have each requirement will not be considered as suitable evidence. Remember, you can use examples from your work life, study, personal life, voluntary work, social experience, vocational training etc.

Answer the points in the same order as on the Person Specification. You can present this as a list and use numbering if you wish.

How we acknowledge receipt of your Application Form

Return your completed application form to Human Resources, Hartlepool Borough Council, Civic Centre, Victoria Road, Hartlepool, TS24 8AY. We do not write back to every candidate that forwards an Application Form to us. It will tell you in the information pack how and when you will be informed.

After recruitment takes place

If you have not received a response within 4 weeks of the closing date you have been unsuccessful.

Giving you a fair and equal opportunity to work for Hartlepool Borough Council

We are fully committed to providing a fair recruitment process for all. To do this, we need to know if you feel anything may prevent you from demonstrating your full potential. We will make any reasonable adjustment or arrangement to any part of the recruitment process.

Access to employment for disabled people

We are committed to equal opportunity in employment for disabled people. This means that we will not unfairly discriminate against a candidate with a disability, or an employee that becomes disabled whilst working for us.

One of the ways we publicise this commitment is through becoming a Two Tick Disability Symbol User. This standard relates to the way we treat disabled candidates and employees, supporting disabled people to work and stay in work.
Any disabled person who meets the essential criteria on the person specification will be guaranteed an interview.

Complaints about the recruitment process

If you feel you have been treated unfairly, or are unhappy with any part of the recruitment process, we want to know about it! You can make a complaint by contacting the relevant service and explain that you wish to make a complaint. If you need help with making a complaint contact us on 01429 266522 and ask for the Recruitment and Retention Team in Human Resources.

Data Protection

The information you provide on the Application Form will be used to assess your suitability for the post and will be viewed only by those involved in the recruitment process. If you are appointed, the information will be used to create your employment record. If you are not appointed, it will be destroyed after 6 months, except in the event of a dispute.

By submitting this form, you are consenting to the recording and use of the information for the purposes mentioned above.


  1. Steve,

    Do you believe this is good stuff or a load of bureaucratic nonsense?

  2. I cannot believe this was from 2009. it's like you looked into a crystal ball.