Candidates will be interviewed by staff following the Safer Recruitment Guidelines.

Other relevant policies and documents

·      Safeguarding

·      Performance Management

·      Equality Policy

·      Staff CPD

1.    Rationale

This policy is needed to ensure that OWLS appoints the very best people to posts in the school and that safe recruitment practices are rigorously enforced.

2.    Purposes

2.1 To ensure all those employed by OWLS are suitable individuals to work with children and young people.

2.2 To ensure all those employed at OWLS are the best qualified and experienced to work with children and young people

2.3 To ensure all those employed at OWLS share the schools’ ethos, values, ways of working and aspirations for its students and the   community it serves.

2.4 To meet the requirements of the safeguarding agenda and protect both students and employers within the establishment. 

2.5 To meet government recommendations for appropriate training especially for safe staff recruitment.

2.6 To ensure all employees understand the requirements within safeguarding and their role.

3.    Guidelines for implementation

         3.1 Identification of the need for an appointment.

The need for certain posts will be assessed as appropriate e.g., when a member of staff leaves, when the budget is under review, when pupil numbers increase

          3.2 Advertisement and post details

Once the need for an appointment has been identified OWLS will proceed to advertise internally, locally and national as appropriate.  Advertisements will carry information about OWLS and the post.  Potential candidates who request details will be sent a candidate information pack which will contain the following:

·      A brief letter from the Directors with information relating to OWLS

·      Details of the post.

·      A job description and person specification.

·      An application form.

All literature pertaining to posts will contain this statement of commitment to safeguarding children and young people.

An enhanced DBS Certificate is required for this post prior to commencement.”

 Literature that will contain this statement includes:

·      Advertisements

·      Publicity materials

·      Candidate information pack

·      Job description and person specification

·      Invitation to interview

          3.3 Application and short-listing

Applications can be made electronically or as hard copy.

Once the closing date has passed a short-list of the candidates will be made who will be contacted to arrange for an interview and explaining what they need to do in preparation.  This will include bringing appropriate documentation so that a DBS check can be initiated for the successful candidate.

Selection procedures

Interviews will normally take place over the course of a day.  The day will normally start with a welcome and introduction by the Directors and an opportunity to talk about the post

The  interview

 All candidates must be given the same questions and tasks to do although it is entirely appropriate to ask candidates about issues arising from their initial application and from other selection methods used on the day. At least one member of the interview panel will be Safer Recruitment in Education trained.

                         3.4 References

References will be requested from both of the referees nominated by the candidate, one of which should be an up to date employer referee, i.e. current or most recent employer.  The school will request a written reference and – in appropriate cases – for the referee to complete simple tick sheet. OWLS will request information about;

·      The candidate’s suitability for the post.

·      Attendance, health and punctuality.

·      Whether there are any outstanding disciplinary issues.

·      Whether there are any reasons why the candidate should not work with children or young people.

·      Whether the referee recommends them for the post – without reservation, with reservation or not at all.

References will be read before the interview so that any issues arising can be investigated during the interview.

                       3.5 The appointment

Taking all the evidence gathered the Directors make their choice.  The successful candidate is made a verbal offer of the post.  If they accept then they are sent a formal offer which states that their appointment is subject to satisfactory references and satisfactory medical and DBS disclosure checks.

The unsuccessful candidates are informed and offered a debrief on their performance.

                      3.6 Safeguarding procedures on the interview day 

·      During the day, the following checks will be made:

o   Proof of identity.

o   Academic qualifications.

o   A criminal record bureau check will be initiated for the successful candidate – all candidates will be asked to bring appropriate documentation for this.

·      The application form will ask for, where appropriate:

o   DfE reference number.

·      The candidate will also be asked in the interview to explain any gaps in time on the application form.

3.7 After the appointment

The successful candidate is sent a formal offer of the post to which they must respond in writing within 5 working days.  A contract will be issued in due course.

An induction programme is compiled by the relevant member of staff which will include ensuring the appointee understands the safeguarding procedures.  Training will be provided where gaps have been identified.

4.    Monitoring, evaluation and review

OWLS will evaluate its appointment procedures each year and make appropriate revisions. 

5.    Responsibilities

·      The Directors – Oversight of the policy and its implementation.

·      At least one member of the recruitment panel will have carried out the Safer Recruitment training

Compiled by: D Parkinson & G Parkinson

Review date: August 2025