The Safe Network checklist for safer recruitment

• Write a clear job description (what tasks the applicant will do) and a role profile (what skills the person will be expected to have).
• Use application forms to assess the candidate’s suitability for the role. This makes it easier to compare the experience of candidates and helps you to get all of the important information you need to ask.
• Make it clear that your organisation has a commitment to safeguarding and protecting children. You could include this in a job application pack.  See how our notes on policies and procedures How to write a child protection policy statement
• Have a face-to-face interview with pre-planned and clear questions.
• Include a question about whether they have any criminal convictions, cautions, other legal restrictions or pending cases that might affect their suitability to work with children.  
• Check the candidate’s identity by asking them to bring photographic ID.
• Check the candidate actually holds any relevant qualifications they say they have.
• Apply for a Criminal Records Bureau check
• Take up references. Ask specifically about an individual’s suitability to work with children.
• Provide a copy of your organisation’s safeguarding procedures and employee/volunteer code of behaviour (i.e. what is and is not acceptable behaviour in relation to children).