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Covered in this course
This training course is broken down into 5 sections
- 1 Laws, Policies and Procedures Surrounding Recruitment in Education
- 2 Pre-Employment Checks
- 3 Employees and Volunteers
- 4 Induction and Probation Period
- 5 The Safer Recruitment Process
Schools and colleges have a legal responsibility to do whatever they can to stop dangerous people from gaining access to their students. This means thoroughly checking the backgrounds of all staff and making sure that any volunteers, contractors and visitors are also appropriately checked or supervised. In this section, we look at the background to safer recruitment, including the relevant laws and the policies and procedures that are needed in educational settings.
This section is all about the checks that should be done to make sure a person is who they say they are, have the references and employment history they say they have and are not barred from working with children or prohibited from teaching. It includes Disclosure and Barring Service (DBS) criminal records checks and using the Government Employer Access Online Service check.
When it comes to safeguarding and safer recruitment, it’s not just new staff that need to be considered. It's anyone new, and you may also have to consider people who are not new, but who's role is changing. Anyone on your premises who is potentially in contact with children has to be checked or supervised. This section considers anyone who may work in a school or college and the level of DBS check they require. It includes supply teachers, contractors and volunteers.
The safer recruitment process doesn’t just stop when an applicant takes the job. It’s important to follow up with a rigorous induction and probationary period to check the right person has been appointed. This section also looks at creating and maintaining an entire culture of safety within an organisation and includes what to do if you have any concerns.
Finally, this section brings everything together and provides a 14 step guide to the safer recruitment process. At each step it reminds you of the relevant safety points at that stage.
About this course
Whether you’re recruiting staff or volunteers for a school, college, sixth form college, sports club, pupil referral unit, in residential education, an activities centre, or a centre for vulnerable adults, this Safer Recruitment course will give you the tools you need to make sure you hire the right people.
There are approximately 50,000 people barred from working with children and vulnerable adults in the UK, and this number is growing every year. So, it’s absolutely crucial that you have a rigorous recruitment process, with a system of robust checks and safeguards in place.
This Safer Recruitment course covers everything you need to know from writing a job description, through to shortlisting, doing checks and references, interviewing, and using induction and probationary periods to make sure you’ve made the right choice.
Help keep children and vulnerable adults safe from potential abuse and meet your safeguarding obligations by making sure you know exactly who you’re hiring with our Safer Recruitment in Education Training.
Looking for a more generic safeguarding course? Take a look at our Safeguarding Children Training.
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Safer Recruitment certificate
Download and print
Each of our courses ends with a multiple choice test to measure your knowledge of the material.
This Safer Recruitment in Education Training course concludes with a 20 question multiple choice test with a printable certificate. In addition, brief in-course questionnaires guide the user through the sections of the training and are designed to reinforce learning and ensure maximum user engagement throughout.
As well as printable user certificates, training progress and results are all stored centrally in your LMS (Learning Management System) and can be accessed any time to reprint certificates, check and set pass marks and act as proof of a commitment to ongoing legal compliance.
What does my certificate include?
Your Safer Recruitment in Education Training Certificate includes your name, company name (if applicable), name of course taken, pass percentage, date of completion, expiry date and stamps of approval or accreditations by recognised authorities.
Please note if you are using our course content via SCORM in a third party LMS then we are unable to provide certificates and you will need to generate these in your host LMS yourself.
156 real user reviews
Succinct and easily accessible
A comprehensive but well designed training. All salient and relevant areas covered with focus and clarity.
Safer Recruitment in Education Training
I find these training courses have good content but they are so frustrating for those of us who can read quickly. I don't need someone reading out the text to me like I am a child and would much prefer to read at my own much faster pace. I do find it rather patronising and this reflects my rating.
Good programme broken up into chunks
It was helpful in updating my professional experience especially in relation to Single Central Record and self employed status
It was super clear and easy to follow.
The course was informative and thorough and I definitely now feel confident in conducting the recruitment process. Very clear presentation. Thank you.
Good reminder of issues. Clear delivery. Good idea to do all in one sitting, but not necessary.
Set at a good pace, great you can go back as many times as you like over each section.
useful and concise
I would have preferred to know test result at the end then go back to training area if got one wrong. It would have been useful to cover interviewing techique and types of questions to ask.
Good course content, easy to understand
Was a bit daunted by at the start thinking I had 42 sections to work through but... the sections are clear, concise, easy to digest and provide all the pertinent information.
Why is this training important?
While there is no direct legislation that corresponds to Safer Recruitment in Education, the Gov.uk website states that:
It is vital that schools and colleges create a culture of safe recruitment and, as part of that, adopt recruitment procedures that help deter, reject or identify people who might abuse children. Governing bodies and proprietors must act reasonably in making decisions about the suitability of the prospective employee based on checks and evidence including criminal record checks (DBS checks), barred list checks and prohibition checks together with references and interview information.