Pre-Deployment Checks
Required recruitment and suitability information is reviewed before an individual is approved for relevant work.
SAFER RECRUITMENT & STAFF SUITABILITY
Safer Recruitment Before Anyone Works With a Learner
Reconnect Learning's Safer Recruitment Policy sets out how staff, tutors, contractors, volunteers and other relevant practitioners are recruited, checked, inducted and monitored before and during their work with children and young people.
Safer recruitment is part of our wider safeguarding framework and supports informed decisions about suitability, professional conduct and safe deployment.
OUR RECRUITMENT CONTROLS
Suitability is considered before deployment
Safeguarding-focused application and interview
Identity and right-to-work checks
References and employment-history review
DBS and barred-list checks where applicable
Single Central Record oversight
Induction and ongoing suitability review
Selection
Safeguarding-Led
Checks
Role-Appropriate
Records
SCR Oversight
Induction
Before Deployment
Suitability
Ongoing
RECRUITING SAFELY
Safer recruitment is a core safeguarding control
Recruitment is not only about whether someone has the experience to teach, mentor or support a learner. It must also consider whether they are suitable to work safely and professionally with children and young people.
Our arrangements apply to relevant employees, self-employed tutors, volunteers, contractors, agency workers and other adults whose role may bring them into contact with learners.
OUR SAFER RECRUITMENT PRINCIPLE
Safer recruitment begins before appointment and continues through induction, deployment, professional practice, oversight and ongoing suitability.
OUR COMMITMENT
Robust checks, clear accountability and continuing oversight
Whole-Picture Assessment
Applications, interview responses, references, employment history, checks and professional conduct information are considered together.
Ongoing Safeguarding Culture
Appointment is not the end of safer recruitment. Conduct, boundaries and suitability remain relevant throughout deployment.
POLICY COVERAGE
What the Safer Recruitment Policy covers
The policy sets out the checks, decisions, records and controls used to support safe recruitment and deployment.
Enhanced DBS checks
Children's Barred List checks
Identity verification
Right-to-work checks
Employment-history review
Professional references
Qualification checks
Online searches where appropriate
Safeguarding interview questions
Self-disclosure and suitability information
Staff and tutor induction
Safeguarding training
Single Central Record
Contractor and agency checks
Volunteer checks
Ongoing suitability review
Professional boundaries
Low-level concerns
Allegations against staff
DBS referral duties
RECRUITMENT PROCESS
A structured route from application to deployment
1
Application
Application information, history and suitability.
2
Shortlist
Evidence reviewed against role requirements.
3
Interview
Safeguarding, experience and judgement explored.
4
Check
Required suitability checks completed.
5
Induct
Policies, conduct and safeguarding expectations.
6
Deploy
Approved practitioners matched appropriately.
PRE-APPOINTMENT INFORMATION
Looking beyond a CV
Safer recruitment requires a fuller understanding of the applicant's history, suitability and professional experience than a CV alone can provide.
Full application information
Employment and activity history
Explanation of relevant gaps
Professional references
Relevant qualifications
Safeguarding-focused interview
SUITABILITY CHECKS
Checks appropriate to the role
The exact checks required depend on the role, employment status, duties, level of supervision and the nature of the activity undertaken.
Identity verification
Right-to-work verification
DBS checking where required
Barred-list information where applicable
Qualification verification where relevant
Other role-specific checks where required
SINGLE CENTRAL RECORD
Central oversight of recruitment checks
Reconnect Learning maintains a Single Central Record to support oversight of relevant safer recruitment checks for staff, tutors, volunteers, contractors and agency workers where applicable.
The record supports internal monitoring, audit readiness, quality assurance and safeguarding assurance.
Recorded information may include:
Identity and right-to-work checks
Enhanced DBS status where applicable
Barred-list status where applicable
References and employment information
Qualifications and role requirements
Dates relevant checks were completed
Review or follow-up actions where required
INDUCTION & SAFER WORKING
Recruitment controls continue after appointment
Safeguarding Induction
Staff receive information about safeguarding responsibilities and reporting routes.
Policy Awareness
Relevant safeguarding and organisational policies form part of induction and ongoing practice.
Prevent
Staff are expected to understand relevant indicators and reporting routes relating to radicalisation concerns.
Online Safety
Expectations cover remote communication, digital conduct and safe use of online learning platforms.
Professional Boundaries
Expectations cover communication, home visits, conduct, contact and professional relationships.
Reporting Concerns
Staff are informed how to report child-protection concerns, low-level concerns and allegations.
ONGOING SUITABILITY
Safer recruitment does not end when someone starts work
Conduct
Professional behaviour and boundaries remain part of day-to-day safeguarding oversight.
Supervision & Review
Performance, concerns and support needs may be reviewed through organisational oversight.
Training
Safeguarding, Prevent, online safety and other role-related knowledge are refreshed as required.
Changes in Circumstance
Information affecting suitability should be considered through the appropriate organisational route.
Low-Level Concerns
Behaviour inconsistent with professional expectations can be raised and considered appropriately.
Allegations
Allegations involving adults working with learners are managed through defined safeguarding procedures.
Deployment
Suitability remains relevant when matching practitioners to individual learners and settings.
Record Keeping
Relevant recruitment and safeguarding information is maintained through appropriate organisational records.
LOW-LEVEL CONCERNS
Professional behaviour remains part of safeguarding
A concern about an adult's behaviour does not need to reach the threshold of an allegation before it can be raised.
Low-level concerns can help identify conduct that is inconsistent with expected professional standards and should be handled through the appropriate procedure.
ALLEGATIONS & SUITABILITY
Serious concerns require formal safeguarding action
Where an allegation or other information raises questions about an individual's suitability to work with children, the matter is handled through the appropriate safeguarding and organisational route.
Relevant external referrals may be considered where required by the circumstances.
SCHOOLS, LOCAL AUTHORITIES & COMMISSIONERS
Clear assurance around staff and tutor suitability
Reconnect Learning recognises the importance of documented recruitment checks, safeguarding oversight and clear controls around who is deployed to work with children and young people.
Single Central Record oversight
Role-appropriate recruitment checks
Named safeguarding leadership
Induction and policy awareness
Tutor matching and deployment controls
Concerns and allegations procedures
Role-appropriate checks and continuing suitability
The exact checks required depend on the individual's role, employment status, duties, supervision and the nature of the activity they will undertake.
Reconnect Learning reviews relevant role requirements and records the checks completed before deployment. Where information changes or concerns arise, suitability can be reconsidered and appropriate safeguarding action taken.
Safer recruitment works alongside Reconnect Learning's Child Protection & Safeguarding Policy, Code of Conduct, Low-Level Concerns procedures, allegations procedures and wider safeguarding arrangements.
SAFER RECRUITMENT FAQs
Questions about our safer recruitment arrangements
What is safer recruitment?
Safer recruitment is the process of selecting, checking and assessing people who may work with children and young people, with safeguarding and suitability forming part of the decision.
Do you carry out DBS checks?
Appropriate DBS checking is used where required for the role and nature of the work being undertaken.
Do you check references?
References form part of the safer recruitment information considered when assessing suitability.
Do you check employment history?
Employment and activity history are reviewed as part of the recruitment process, including relevant gaps or areas requiring clarification.
Do you verify qualifications?
Relevant qualifications may be verified where they are required for or materially relevant to the role.
Do you carry out safeguarding interviews?
Safeguarding awareness, professional judgement, boundaries and suitability are considered within the recruitment and interview process.
What is the Single Central Record?
The Single Central Record is used to support central oversight of relevant recruitment checks for individuals working within Reconnect Learning where applicable.
Are tutors inducted before working with learners?
Relevant safeguarding, reporting, conduct and professional-boundary expectations form part of induction before deployment.
Does safer recruitment continue after appointment?
Yes. Conduct, suitability, professional boundaries, training and safeguarding concerns remain relevant throughout a person's work with Reconnect Learning.
What happens if a concern is raised about a tutor?
The concern is considered through the appropriate safeguarding, low-level concern or allegation procedure depending on its nature.
Are contractors and agency staff covered?
Relevant checks and assurance arrangements are considered according to the person's role, employment arrangement and work with learners.
Where can I download the full Safer Recruitment Policy?
The full policy can be accessed using the policy download links on this page.