Developing a Recruitment Procedure

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 (including those living or working on the premises), are suitable – Statutory Framework for the Early Years Foundation Stage – 2017:18, point 3.9

The procedure should include:

The process for putting together an interview panel, the responsibilities that the panel will hold and the points that are taken into consideration when deciding the people who will form the panel.

What correspondence will go out to applicants and at what point these go out, who holds the responsibility to ensure that all correspondence is sent at the correct time.

The places where a post will be advertised, and who is responsible for this, along with timescales.

Job application forms – Who is responsible for assessing the relevance to the post. Who distributes information to interested applicants and timescales.

The procedure for putting together job descriptions for different positions, how these are kept updated and at what stage job descriptions are sent out to candidates along with other documentation that accompanies them.

How the settings Equal Opportunities Policy will be adhered to when recruiting staff.

How internal recruitment will take place where there are any vacancies around specific job roles, i.e. SENCO, designated person, health and safety coordinator and behaviour coordinator

How safeguarding children will always be priority when recruiting staff, i.e. DBS disclosures of staff, students and volunteers.

As a setting you should carry out pre employment checks (barred list checks) with the Disclosure and Barring Service (DBS) on:

- 01325953795

- DBS

PO Box 181

Darlington, DL1 9FA

Disclosure and Barring Service (DBS) was established under the Protection of Freedoms Act 2012 and merges the functions previously carried out by the Criminal Records Bureau (CRB) and the Independent Safeguarding Authority (ISA). . In addition the setting should acknowledge how additional criminal record checks will take place for staff that have lived and/or worked abroad. Additional information is available from:

The procedure for setting interview questions and how these will be dependent on job roles.

Who is responsible for inviting applicants for interview and the documentation that accompanies the invitation, also to include the documentation that candidates must bring with them to interview.

During interview relevant questions determining suitability must be asked, e.g. Do you know of any reason why you may not be deemed suitable to work with children? Do you have any convictions, cautions, court orders, reprimands and warnings, which may affect your suitability to work with children? It is vital that gaps in employment history or frequent changes in employment are questioned.

Once employed the procedures the setting follow where they provide opportunities for staff to declare suitability throughout their employment (please refer to EYFS 2017:18-20, points 3.9-3.19, please pay attention to points 3.11 and 3.15)

How the provider meets their responsibilities under the Safeguarding Vulnerable Groups Act 2006

If a member of staff is being seconded to work within the nursery under a different job description recruitment procedures must be followed.

How will referees be contacted and at what point of the recruitment process does this happen. Does the setting require any other documentation other than the reference from referees. Ensure the correct questions are asked when contacting referees about the candidates suitability to work with children. Ensure at least two written references are requested and further references either written or verbal can be sought if needed

The procedure for allowing interested candidates to visit the setting prior to interview, i.e. an accompanied visit to the setting.

The procedure the setting follows to ensure that any persons being employed are legal to work in the country – Refer to the following website for additional information:

The induction process.

The procedure the setting follows when employing new staff members, i.e. probationary period, staff not being left alone with children until relevant documentation is received (Refer to employment and staffing).

How the setting will inform OFSTED of any staff changes or the new recruitment of staff. Where there are staffing changes the setting should complete an EY2 form or EY3 form where appropriate, forms are available from :

An EY2 form should be completed by the childminder in respect of all assistants

The person within the setting who is responsible for retaining a new enhanced DBS for all new staff and the procedure to be followed once these are received.

The procedure the setting follows when issuing a contract of employment, where these are stored once signed and where the setting obtain information from to ensure that all contracts are legal and follow employment law, i.e. ACAS.

The procedure should be reviewed:

At least annually.

The procedure needs to be signed by the registered person, include reviewed date and the next review due date.

If any changes are made to the procedure when reviewed the staff and/or parents need to be informed.

Links to other policies & procedures

Inclusion

Safeguarding Children

Appraisal and Supervision

Recording of Information

Data Protection & Freedom of Information

Confidentiality

Staffing and Employment

Staff Training and Development

Whistle blowing

Disciplinary

Grievance

This information is provided for guidance only. It is your responsibility to ensure that all statutory legal guidance is adhered to. Consideration needs to be given to any changes in legislation subsequent to the production of this information.

S:/Childcare/Debbie C/ Policies & Procedures – 18/04/17