Safer Recruitment Process

Safeguarding is paramount when working with vulnerable populations and this begins with the recruitment of our team. To ensure that we are Ofsted compliant and operating in line with the S4K Safeguarding Policy, there are some steps that we need to adhere to, which we will cover in this module.

S4K Recruitment Process

1. Advertise for Applicants (see Recruitment module)
2. Telephone Interview
3. Face to Face or Group Interview
4. Trial Stage
5. Employment Offer

 

Advertising Roles

When advertising for a job role with Sport4Kids, we need to make sure that include a statement about our commitment to safeguarding children during one of the stages of the application.

This should apply to any position that we are advertising – not just child interaction roles.

“Sport4Kids is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We are committed to safer recruitment practice and pre-employment checks will be undertaken before any appointment is confirmed. All successful candidates will be subject to an enhanced Disclosure and Barring Service check.”

(This statement is available on the Dropbox)

 

Telephone Interview

Candidates should be qualified via a telephone conversation where they will receive information including:

• Brand: Information about Sport4Kids, why we are unique and how we are revolutionizing children’s sport.
• Role Specifics: Further details about the role that they have applied for such as hours, location, pay etc.
• DBS: Candidates should be informed that they will need to undergo a DBS check and asked if there is anything they would like to disclose.
• Suitability: Candidates should be asked whether there is any reason that they should not be considered suitable for working with children.

Remember – all interviews should be recorded using the correct Telephone Interview Template that is stored on the Dropbox.

 

Face to Face / Group Interview

During the F2F interview, the following information must be provided:

• Proof of ID: Passport, driving licence of birth certificate.
• Proof of Address: A utility bill or bank statement dated within past 3 months.
• Proof of Rights to Work in UK: This is normally a passport.
• References: Two references from previous employers / academic teachers.

Face to Face interviews can also be replaced by Recruitment Evenings or Group Interviews, but the same information must be provided.

We can skip this stage with part time applicants and move straight to trial as long as we have conducted the telephone interview.

 

Trial Stage

Part of our Safer Recruitment process is to request that applicants attend a trial shift, so that there ability to work with children can be assessed.

This is beneficial as it ticks a box with Ofsted for safeguarding and also allows us to see how the coaches behave around children and parents.

Venue Managers will fill out a Trialist Coach Assessment form for each trialist, providing an overall score that will determine the success of their trial. This is stored on the Dropbox.

REMEMBER

At this stage in the interview process, we have not carried out a DBS check, so the candidate should NEVER be left alone with the children.

 

Offer Stage

Once a coach has successfully passed their trial and provided the necessary paperwork during the Face to Face interview stage, we can now offer them a position at Sport4Kids.

Once they have verbally accepted, the following should take place:

• Contract: A contract of employment should be issued by email.
• References: These should be contacted to provide reference for the individual.
• DBS: The DBS process can take up to 3 months to complete, so this should be started ASAP.

REMEMBER

Individuals cannot begin working with children unsupervised until they have received their DBS.  In the instance where parents are present, the individual can begin work but should never be left alone with the children.

A DBS Check is required by anyone who is 16 years and over.

 

Can I Employ Someone With A Criminal Record?

A common question pertaining to the DBS surrounds whether we can employ somebody who has a criminal record.

The answer is simple yes but depending on the nature of the offence.  Crimes that pertain to abuse or violence against children, no matter when they occurred, prevent an individual from working children or vulnerable populations.

Crimes such as driving offences, theft or political demonstrations should not affect whether we employ an individual.

Drug and alcohol related crimes should be queried during the hiring process and convictions should be a minimum of 12 months prior.

 

Safer Recruitment Letters For Schools

When we work with a School Setting, we need to issue a Safer Recruitment Letter to them each year.

This letter includes the details of the individuals who will be attending the school site, including their DBS Number and issue date.

This letter needs to be updated whenever a new member of staff is rostered to visit the school.

It is normally worth adding any kind of senior leadership team to this letter too for the purpose of covering illness / holidays and carrying out audits.

 

Ensuring Your Paperwork Is Ofsted Compliant

Keeping your paperwork in order for recruitment is an essential part of Ofsted.

During an inspection, Ofsted will ask for access to your recruitment files for specific individuals and to see the following documents:

• CV
• Two References
• Enhanced DBS details
• Safeguarding Qualification (including date of certification)

 

Materials and Assets:

S4K Network Partner Resources\People and Performance\Recruitment\Safer Recruitment Policy

S4K Network Partner Resources\People and Performance\Recruitment\Safer Recruitment Letter Schools

S4K Network Partner Resources\People and Performance\Recruitment\Advertisments\Safeguarding Commitment Statement

 

S4K University:

Safer Recruitment Process