Safe and Effective Recruitment Guidance
One vital aspect of ensuring quality and safety in Early Years Settings is the effective selection and recruitment of staff.
EYFS safeguarding and welfare requirements state:
3.2 “Providers must take all necessary steps to keep children safe and well”
Suitable People 3.9 - 3.13
3.9 “Providers must ensure that people looking after children are suitable to fulfil the requirements of their roles ‘’. ‘’Providers must have effective systems in place to ensure that practitioners and any other person who is likely to have regular contact with children are suitable’’
Preparation needed before advertising a role
Up to date job description and person specification
- The Job Description clarifies the key roles and responsibilities of the particular position and the expectations required for the role.
- The Person Specification is based on the job description and sets out the essential and desirable skills , qualifications and qualities needed to fulfil the role and if the post is or is not exempt from the Rehabilitation of Offenders Act (1974) * and whether an enhanced DBS is required .
- Ensure that the Job Description and the Person Specification make reference to the settings commitment to the safeguarding and welfare of children.
Advertising the post
The advertisement should be based on the Job Description and the Person Specification and should include:
- The name and brief description of the setting ( can also include logo, charity/company number)
- A clear and appealing Job Title with hours and rate of pay
- Details of essential criteria/qualifications
- A commitment to Safeguarding Children
- A commitment to the Equality Act 2010 *
- Details of how to obtain the job description , person specification and application form with contact details
- Closing date for applications
- Interview date (s)
Childcare employers are encouraged and advised to use application forms as a key part of their recruitment process. When a candidate completes an application form it ensures that information given by the candidate is presented in a consistent format against the person specification and therefore makes it easier to assess the suitability of the candidate against the specifications when shortlisting for interview.
- When all applications have been received and the closing date has expired panel members should shortlist against the person specification criteria. ( you may to decide to score based on an agreed Met , Not Met , Partially Met basis).
- Note any gaps in employment
Inviting applicants to interview
- Interview letter should include date , time , place of interview
- Details of any presentations the candidate may need to prepare
- A sentence that’s asks if the candidate has any special requirements
- A request to bring original qualification documents
- A request to bring proof of identity to work in the UK
- DBS number if subscribed to online update service
- Agree an interview panel
- Do agree, in advance, questions to be asked and by whom on the panel
- Don’t asking questions that could be interpreted as discriminatory
- Do agree how to score the answers given
- The interview should take place in a quiet room with no interruptions
- The Equality Act 2010 * prevents employers asking about the health of an applicant before making a job offer
- After the interviewing all the candidates the panel should then compare notes and scores on each applicant so that a consensus can be agreed about who should be offered the post.
Once the employment has been offered and accepted subject to satisfactory references and enhanced DBS check the employer should prepare the induction process for the new employee and this will include probation period, regular supervision /induction meetings and agreed objectives. EYFS 2014 safeguarding and welfare requirements Staff qualifications, training, support and skills 3.20 – 3.23