Recruitment Policy

Summary

This Recruitment and Selection Policy has been produced in line with the DCSF guidance ‘Safeguarding Children and Safer Recruitment in Education (January 2007)’. This policy aims to ensure both safe and fair recruitment and selection is conducted at all times.

Safeguarding and promoting the welfare of children and young people is an integral factor in recruitment and selection and is an essential part of creating safe environments for children and young people.

Recruitment and Selection Policy Statement

The School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share in this commitment.

The School is committed to attracting, selecting and maintaining employees who will successfully and positively contribute to providing a valuable service. A motivated and committed workforce with appropriate knowledge, skills and experience is necessary as their ability to do the job is crucial in order to achieve results. The faith and values of staff are also important – belonging to the Muslim faith is not essential but sharing similar values is required.

Purpose

To ensure the recruitment of both permanent and fixed-term staff (including volunteers) is conducted in a fair, effective and economic manner. To achieve this purpose, those that are responsible for each stage of the recruitment process will demonstrate a professional approach by dealing honestly, efficiently and fairly with all internal and external applicants.

Scope

This policy applies to all the school employees and governors responsible for and involved in recruitment and selection of all staff. The ultimate responsibility for recruitment and selection lies with the Governing Body.

The Governing Body has delegated the responsibility to the Head Teacher for appointing certain members of staff when under serious pressure to recruit. It will be preferable if decisions can be postponed until a governor can be involved in the process of employment.

Aims and Objectives

To ensure that the safeguarding and welfare of children and young people takes place at each stage of the employment process. To ensure a consistent and equitable approach to the appointment of all school staff.

To ensure all relevant equal opportunities legislation are adhered to and that appointees are not discriminated against on the grounds of race, religion, sexual orientation, nationality, age, disability or marital status. ‘Positive Action’ is practised to ensure all members of staff are female. This is for the welfare of students. To ensure the most cost effective use is made of resources during the recruitment and selection process.

Principles

The following principles are encompassed in this policy:

  • All applicants will receive fair treatment and high quality service.
  • The job description and person specification are essential tools and will be issued to candidates in order to support them during the employment process.
  • Employees will be recruited on the knowledge, experience and skills needed for the job.
  • Selection will be based on completed application forms, recommendations via references and an informal/ formal interview.
  • Monitoring and Evaluation are essential for assessing the effectiveness of the process.
  • Posts will be advertised when necessary. through the school website or the AMS website.
  • The Disability Discrimination Act (DDA) makes it a requirement to make reasonable adjustments to the recruitment process if an applicant makes the employer aware that they have a disability. This applies to the entire recruitment process, from advertisements to the appointment.

Equal Opportunities

The School is committed to providing equality of opportunity for all and ensuring that all stages of recruitment and selection are fair. Recruitment and selection procedures will be reviewed on a regular basis to ensure that applicants are not discriminated against on the
grounds of race, nationality,, sexual orientation, religion, age, disability or marital status.

Safer Recruitment – Recruitment and Selection Training

It is desirable for at least one member of the interview panel to have completed the Safer Recruitment Training successfully prior to the start of the recruitment process. It is at least essential for the panel to acknowledge the importance of selecting candidates who have an understanding of the education system especially in terms of laws protecting the welfare of children. They must also be aware that appointments can only be finalised once a DBS has been issued for a candidate. This process could take over four weeks.

Pre-recruitment Process

Objective: The recruitment process is to attract, select and retain staff who will successfully and positively contribute to the future development of the school. The first experience an individual has is important, therefore the experience should be positive and all those responsible for recruiting will:

  • Leave a positive image with unsuccessful applicants.
  • Give successful applicants a clear understanding of the post and what is expected of them.
  • Reduce the risk of a bad selection decision that can be expensive and may cause management problems in the future or may not meet the school’s commitment to safeguard children and young people.

Application Form: A standard application form will be used to obtain a common set of core data from all applicants.

Job Description and Person Specification: An accurate job description is required for all posts. A person specification, which is a profile of the necessary requirements for the post, is also required for all posts.

References: The purpose of seeking references is to obtain objective and factual information to support appointment decisions. They will always be sought and obtained directly from the referee via their application form – If possible prior to an interview. Any points that require further clarification can be dealt with at this stage to avoid any misunderstandings.

Interviews: The interview will assess the merits of each candidate against the job requirements, and explore their suitability to work with children and young people. The selection process for people who will work with children and young people will always include a face-to-face interview even if there is only one candidate.

Interview Panel: Due to the nature of the job and the fact that all employees are female one member of the interview panel will have to include the Head Teacher. In the absence of the Head Teacher, the Deputy Head will be present and take an active role in procedures.
The members of the panel will:

  • have the necessary authority to make decisions about appointments;
  • be appropriately trained, (one member of interview panel should have undertaken the training in accordance with the Safer Recruitment Training programme). Where a candidate is known personally by a member of trustees this will be declared before short listing takes place.

Scope of the Interview

In addition to assessing and evaluating the applicant’s suitability for the particular post, the interview panel will also explore:

  • the candidate’s attitude towards children and young people
  • the candidate’s ability to support the school’s agenda for safeguarding and promoting the welfare of children
  • details regarding gaps in the candidate’s employment history
  • concerns or discrepancies arising from the information provided by the candidate and/or a referee. It will provide the candidate an opportunity to declare anything in light of the requirements for a DBS check.

If for whatever reason, references are not obtained before the interview, the candidate will also be asked at interview if there is anything she wishes to declare/discuss in light of the questions that have been (or will be) put to her in regards to referees. (It is vital however for references to be obtained and scrutinized before a person’s appointment is confirmed and before she starts work.) A ‘Conditional Offer’ of an appointment is made.

Pre Appointment Checks

An offer of an appointment to the successful candidate will be conditional upon:

  • the receipt of at least two satisfactory references
  • verification of the candidate’s identity (three forms of ID)
  • verification of eligibility to work in the UK
  • verification of qualifications
  • verification of professional status where required e.g. GTC registration, QTS status (unless properly exempted), NPQH; a check of DCSF List 99 and a satisfactory DBS

Enhanced Disclosure (for all posts) verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999); and, (for non teaching posts) satisfactory completion of the probationary period. All checks will be: confirmed in writing; documented and retained on the personnel file (subject to certain restrictions on the retention of information imposed by DBS regulations); recorded on the school’s central record database; and, followed up where they are unsatisfactory or there are discrepancies in the information provided. Where the candidate is found to be on List 99 or the DBS Disclosure shows she has been disqualified from working with children by a Court; or an applicant has provided false information in or in support of her application; or there are serious concerns about an applicant’s suitability to work with children, the facts must be reported to the police and/or the DCSF Children’s Safeguarding Operations Unit .

Post Appointment Induction

There will be an induction programme for all staff, governors and other volunteers newly appointed to the school, regardless of previous experience.

  • New members of staff will be given a Staff Handbook and will be made aware of how to access information such as policies.
  • A school ID badge will be issued.
  • A user-name and password will be set up so access to the school network will be available.

Reviewed November 2018
To Review November 2019