Incorporating safeguarding
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Incorporating safeguarding - Advertising vacancies
Safeguarding should be evident in every stage of the recruitment process.
The video on this screen helps you examine some of these stages from a safeguarding angle. While watching, think about your own approach. At intervals there will be a question for you to consider. Select the Play button to start the video.
After you have watched the video read the question, then type your answer into the text box. Select the Save button when you have finished.
How could safeguarding be included when advertising vacancies?
Adverts for vacancies need to include the organisation's safeguarding policy statement. An example of a statement was given on screen 2.
Including the statement demonstrates the organisation's commitment to safeguarding and may help to deter unsuitable people from applying. This is the start of the safer recruitment process.
Write down any more thoughts in your Notepad for future reference.
Select the next tab to watch the next part of the video.
Incorporating safeguarding - Scrutinising applications
Select the Play button to start the video.
After you have watched the video read the question, then type your answer into the text box. Select the Save button when you have finished.
How could safeguarding be included when scrutinising applications?
An organisation should insist on completed application forms and not CVs as this helps to ensure that all the required information is present and that all applicants can be compared effectively. All applications should be carefully scrutinised with safeguarding in mind.
- All sections of the application form should be fully completed.
- Any anomalies, discrepancies or gaps in employment must be explained and verified.
- Reasons for a history of repeated changes of employment without any clear career or salary progression, or a mid-career move from a permanent post to supply teaching or temporary work, also need to be explored.
Write down any more thoughts in your Notepad for future reference.
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Incorporating safeguarding - Compiling a shortlist
Select the Play button to start the video.
After you have watched the video read the question, then type your answer into the text box. Select the Save button when you have finished.
How could safeguarding be included when compiling shortlists?
When shortlisting, all candidates must be assessed fairly and equally against agreed criteria based on the job description and person specification. Any issues raised whilst scrutinising applications must be considered at this point.
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Incorporating safeguarding - Seeking references
Select the Play button to start the video.
After you have watched the video read the question, then type your answer into the text box. Select the Save button when you have finished.
How could safeguarding be included when seeking references?
Ideally, references will be taken up before interview, but this is not always practicable. However, they should always be taken up before an appointment is confirmed. This is another safeguard that means any issues raised by the references can be explored at interview.
Ensuring that references are valid and genuine is paramount. This could be achieved by:
- Requesting a minimum of two references.
- Insisting that one is from the current employer, if appropriate.
- Ensuring that genuine references from employers are on headed paper.
- Obtaining references directly from the referee - not relying on testimonials provided by the candidate and not accepting telephone references.
- Carefully scrutinising references for any discrepancies.
Write down any more thoughts in your Notepad for future reference.