Safer Recruitment Training

Safer Recruitment Training

Griffin Care is currently updating its Safer recruitment training to include the new vetting and barring regulations. The course will cover:

Preparing to recruit : need for organisations to employ safer recruitment practices. It examines what a safer recruitment process is and covers the steps that you should take when preparing to recruit, including defining the role, providing information packs, application forms versus CVs and planning the selection process.

Selecting the right people : what a safer selection process looks like and it explores the key elements, including short-listing, interviewing, choosing between selection tools and planning the assessment criteria.

Vetting checks : what you need to know about vetting checks and the legal situation, including criminal record checks and the organisations that provide them. The necessity of taking up references, looking at qualifications and identity documents, as well as self- disclosure.

Maintaining vigilance : the importance of ongoing awareness and vigilance once the person you have recruited is in place. It covers induction and probationary periods, ongoing training and appraisal, supervision and management and codes of conduct. There is also a section on whistleblowing and promoting an open culture.

In the meantime the Safe Network checklist is a basic but useful guide:

  • Write a clear job description (what tasks the applicant will do) and a role profile (what skills the person will be expected to have).
  • Use application forms to assess the candidate’s suitability for the role. This makes it easier to compare the experience of candidates and helps you to get all of the important information you need to ask.
  • Make it clear that your organisation has a commitment to safeguarding and protecting children. You could include this in a job application pack.
  • Include a question about whether they have any criminal convictions, cautions, other legal restrictions or pending cases that might affect their suitability to work with children.
  • Check the candidate’s identity by asking them to bring photographic ID.
  • Check the candidate actually holds any relevant qualifications they say they have.
  • Apply for a Criminal Records Bureau check
  • Take up references. Ask specifically about an individual’s suitability to work with children.
  • Provide a copy of your organisation’s safeguarding procedures and employee/volunteer code of behaviour (i.e. what is and is not acceptable behaviour in relation to children).

Leave a Reply

Your email address will not be published. Required fields are marked *