SAFER RECRUITMENT POLICY
Little Crickets Ltd

 

 

September 2025

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​At Little Crickets Daycare, we are fully committed to safeguarding and promoting the welfare of all
children in our care. As part of this commitment, we implement robust safer recruitment practices
to ensure that all individuals working or volunteering with us are suitable to do so.

This statement outlines our approach to safer recruitment and works in conjunction with
our Safeguarding and Child Protection Policy, Equal Opportunities Policy, and other relevant
procedures.

 

 

Our Commitment

We are committed to:

 Safeguarding and protecting all children and young people by implementing thorough
recruitment and selection procedures that deter, reject, or identify applicants who are
unsuitable to work with children.
 Maintaining vigilance throughout employment, including probation periods, supervision, and
appraisals, to ensure staff remain suitable to work with children.
 Responding promptly and robustly to concerns about the suitability of applicants,
employees, or volunteers.
 Ensuring fair, transparent, and consistent recruitment practices that comply with EYFS
statutory requirements, Ofsted expectations, and employment law.
 Providing mandatory induction and safeguarding training for all new staff and volunteers
before they begin unsupervised work with children.
Signed: Ibadete Date: 31/01/2025 Policy to be reviewed annually

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Recruitment and Selection Procedures

Our safer recruitment process includes:

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1. Clear Job Descriptions & Person Specifications

• Outlining responsibilities for safeguarding and the need for suitability checks.

2. Advertising and Application Process

• Stating our commitment to safeguarding and child protection in every advert and

application pack.

• Collecting a full employment history and requiring applicants to explain any gaps.

3. Shortlisting and Interviewing

• Using a structured shortlisting process, with at least two staff involved.

• Conducting interviews that include questions on safeguarding knowledge and child protection scenarios.

4. Pre-Employment Checks

• Enhanced DBS check (with children’s barred list check where applicable).

• Right to work in the UK verification.

• Two formal written references, including one from the most recent employer.

• Verification of qualifications and relevant professional registrations.

5. Induction & Probation

• Comprehensive induction including safeguarding, whistleblowing, and code of

conduct.

• Ongoing supervision during probation to monitor performance and suitability.

6. Ongoing Suitability

• Annual declaration of continued suitability.

• Regular safeguarding and child protection training updates.

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Responding to Concerns

 During Recruitment: Any safeguarding concerns or discrepancies identified are fully
investigated before the appointment is confirmed.
 Post-Appointment: Concerns regarding staff suitability are managed under our disciplinary
procedures and, where necessary, referred to the Local Authority Designated Officer
(LADO) and/or the Disclosure and Barring Service (DBS).

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Supporting Procedures

This policy should be read alongside:

 

• Safeguarding Policy

• Whistleblowing Policy

• Equal Opportunities Policy

• Staff Code of Conduct

• Disciplinary and Grievance Procedures

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Implementation and Review

 

• Date of Policy Implementation: September 2025

• Date for Review: September 2026, or earlier if there are changes to statutory guidance (e.g.,

Keeping Children Safe in Education, EYFS requirements, or safer recruitment best practice).

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Signed: Ibadete
Ibadete Sejdijaj
Role: Nursery Manager / Deputy Safeguarding Lead

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​Play On Kids Limited - Ofsted Registration RP547648​​

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