Safer Recruitment

The Skinners’ School is a community and all those directly connected (staff, governors, parents, families and pupils) have an essential role to play in making it safe and secure. We recognise our moral and statutory responsibility to safeguard and promote the welfare of all children with their best interests at the centre of our work.  The aims of our Safer Recruitment procedures are to help deter, reject or identify people who might abuse children or are otherwise unsuited to working with them. 

1. Information For Applicants

All applicants for all posts will be provided with:

• A job description outlining the duties of the post, including safeguarding responsibilities.
• A person specification which will include a specific reference to suitability to work with children.
• An application form, which all applicants for employment will be required to complete, containing questions about their academic and full employment history and their suitability for the role (in addition all applicants are required to account for any gaps or discrepancies in employment history).

2. Shortlisting And Reference Requests

References will be requested at the selection stage directly from the referee. They will be asked:

• the referee’s relationship with the candidate;
• details of the applicant’s current post and period of employment;
• performance history and conduct;
• any disciplinary action;
• whether the referee has any reservations as to the candidate’s suitability to work with children. If so, we will ask for specific details of the concerns and the reasons why the referee believes the candidate may be unsuitable to work with children. 

3. Interviews

At least one member of each interview panel will have completed Safer Recruitment Training. The selection process for every post will include exploration of the candidate’s understanding of child safeguarding issues.

4. Pre-Employment Checks

All staff will require an enhanced DBS. Prohibition and Overseas checks will also be completed if necessary.