SAFER RECRUITMENT

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SAFER RECRUITMENT

• Keith Driver
• Allegations Management Adviser
• Keith.driver_at_gol.gsi.gov.uk
• 07876 137745

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Soham

• Aug 95 July 99 Huntley known to police social
  services
• 11 separate allegations (9 sexual)
• 4 USI (girls 13-15 yrs) 4 Rape 1 Indecent
  assault on girl 11 yrs
• May 99 - changes name to Ian Nixon
• day after a rape allegation
• No convictions or cautions

3

• Oct 01 obtains caretakers post at Soham Village
  College School
• Errors in recruitment process
• 5 unreliable open references
• Gaps in employment history
• HR did not check all particulars provided
• Not practical - Not required by guidance - Not
  common practice
• Bichard
• Not good practice to imply facts have been
  verified when they havent been
• Deficiencies should have been pointed out

4

• Nov 01 Huntley starts work before results of
  checks
• No previous significant work with children
• Prior arrangements in place to cover post
• Checks clear
• Lives with Carr on-site
• Summer 02 Carr temp classroom assistant at local
  primary school
• Covers Jessica and Hollys class
• May 02 Huntley changes name back
• August 02 Jessica Holly murdered

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Previous Inquiries

• Previous inquiries have highlighted the
  importance of robust selection and recruitment
  processes
• Warner Report Choosing with Care
• Sir William Utting People Like Us
• Waterhouse Lost in Care

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Safeguarding Children

• Everybodys responsibility
• Commitment by senior staff
• Embedded in culture and practice
• Including effective safer recruitment procedures

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Safe Recruitment

• Scrutinising Applicants
• Identity, academic/vocational qualifications
• Professional character references
• Previous employment history
• Health physical capacity
• Face to face interview
• Suitability to work with children
• CRB check, List 99, POCAL

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Recruitment Material

• Highlight commitment to safeguarding
• Job description shows extent of
  relationship/responsibility
• Person spec details qualifications, experience,
  competences/qualities
• Post exempt from Rehabilitation of Offenders Act
  1974

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Application Form

• Standard form common set of data
• Full personal details
• Full education employment history
• dates qualifications gaps leaving reasons
• Full names variations
• Relationship with employers/ees
• Referees current/most recent employer

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References

• Should always be sought
• Direct from referee
• Ask for details about
• Allegations/concerns re child protection
• Disciplinary investigations/proceedings
• Suitability to work with children
• Suitability for the post

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Interviews

• Face to face
• Interviewers should
• agree areas, questions, criteria
• explore gaps in employment history
• explore any concerns or discrepancies
• Anything to declare?

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Identity/Qualifications

• Proof of Identity
• Birth certificate, driving licence, passport,
  change of name documents, utility bills, voters,
  ID with photo
• Original or certified copies
• Qualifications
• Original or certified copies
• Verify with awarding body

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Overseas/Supply Staff

• Overseas Staff
• CRB checks if previously resided in UK
• Proof of identity
• Certificate of good conduct
• Confirmation of qualifications
• Supply Staff
• Checks completed by agency
• Employer satisfied re process

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Conditional Appointment

• 2 or more satisfactory references
• Satisfactory CRB check (list 99/ POCAL)
• Medical clearance
• Qualifications
• Professional status
• Probationary period

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Safe Workforce Cycle
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Voluntary Groups and Safer Recruitment

• What are the barriers/difficulties?
• How can LSCBs support voluntary groups?

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Volunteers

• Seen as safe and trustworthy
• Variety of roles
• Apply procedures with common sense
• Day trip, fete
• Regular contact/presence
• Recruit from another institution?
• Assurance of safe recruitment process
• Not all professional organisations