Safer Recruitment And Selection
Luton is a diverse, multi-cultural community, and Ashcroft High School is committed to promoting equalities and celebrating diversity and inclusion.
No person seeking employment within Ashcroft High School will be treated less favourably than any other person or group because of their:
- Gender reassignment
- HIV Status
- Marital status
- Religious belief
Ashcroft High School is committed to appointing the best person for the job. Employing the right person for the job is critical to the success of delivering the best education to the children of Luton. However, it is essential that the right person is recruited following safer recruitment practices and procedures.
The measures described in this policy should be applied in relation to everyone who works in the school. Those are not only people who regularly come into contact with children, or who will be responsible for children, as a result of their work. They are also people who regularly work in a school when the students are present, who may not have direct contact with children as a result of their job, but nevertheless will be seen as safe and trustworthy because of their regular presence in the setting. This includes workers not on the payroll, e.g. staff employed by contractors, and unpaid volunteers.
The success of a safer recruitment process is dependent on the school’s recognition and consequent rejection of potentially unsuitable applicants before or at the interview. Any approach that undermines this process (either by failing to focus on behaviour and attitudes or by failing to reject applicants who are unsuitable) is potentially supporting abuse.
The purpose of this document is to describe the recruitment and selection process and to provide a set of operating guidelines for hiring employee’s in Ashcroft High School. This policy sets out the minimum requirements of the recruitment process that aims to:-
- attract the best possible applicants to vacancies;
- deter prospective applicants who are unsuitable for work with children and young people;
- identify and reject applicants who are unsuitable for work with children and young people
The safeguarding statement that is relevant to all posts within Schools is:
“the School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment”.
START OF RECRUITMENT PROCESS AND PREPARATION
The recruitment process is usually initiated by a resignation – but not always. A vacancy can be created by additional source of funding becoming available attached to a specified role, or can become necessary due to increased workload requiring additional resources.
Opportunity should be taken to review
- the necessity for the post;
- relevance and appropriateness of the job role;
- whether certain aspects can be used to enrich the role of existing post holders;
- whether the role could be performed in another way – e.g. through enhancing IT, or by job sharing, part-time working etc.
This review will take into account the developments within the School Development Plan, the known and anticipated challenges for the school and financial projections.
PLANNING AND PREPARATION
A well planned and structured recruitment process ensures the best chance of recruiting the best person for the role, and ensures that any information that could be important in determining whether someone is safe to work with children is not missed.
It is important to be clear about what mix of qualities, qualifications and experience a successful candidate will need to demonstrate, and whether there are any particular matters that need to be mentioned in the advertisement for the post.
It is important to note that the recruitment process from advertising a post to a new recruit starting work, can take at least 12 weeks.
Every post must have an up to date job description, which clearly defines the responsibilities of the job.