Find out how adopting a safeguarding mindset throughout recruitment and vetting processes helps deter and identify candidates who may not be suitable for a role in care.
Making safe and informed recruitment decisions. Effective recruitment and pre-employment checks help you make confident decisions about who joins your workforce and protect people who receive care and support.
A robust process looks beyond qualifications and experience. It helps you understand a candidate’s values, behaviours and suitability for the role through a combination of interviews, references, employment history and appropriate checks.
Taking a thorough and consistent approach helps you identify strengths, explore any concerns and ensure people joining your organisation are aligned with your commitment to safe, compassionate care.
What you need to do
Make sure you:
- Use a structured and consistent selection process that assesses skills, values and behaviours.
- Confirm identity and right to work in the UK.
- Obtain and verify at least two references.
- Complete DBS and other relevant pre-employment checks.
- Review employment history, including any gaps, and explore anything that needs clarification.
Key things to get right
- Explore concerns fully: Follow up on gaps, inconsistencies or unclear information to understand the full picture.
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Use a range of checks: No single check covers what you need. Use multiple sources of evidence to support safe recruitment decisions.
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Record your decision-making: Keep clear records of recruitment decisions, including how you considered information and managed any concerns.
Common things to avoid
- Relying on informal or unverified references.
- Rushing recruitment because of staffing pressures.
- Not exploring unexplained gaps in employment history.
- Treating DBS checks as the only part of safeguarding.
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