Staff Recruitment Policy



The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education. The School is committed to safeguarding and promoting the welfare of all pupils in its care. As an employer, the school expects all staff to share this commitment.


The purpose of this policy is to set out the minimum requirements of a recruitment process that aims to:


▪ Follow safer recruitment procedures at all times to ensure compliance with all statutory requirements and relevant recommendations and guidance.


▪ Ensure that the school meets its commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks and interview procedures;

▪ Ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position measured against the job description and person specification;

▪ ensure that all job applicants are considered equitably and consistently, in line with the School’s Equal Opportunities Policy;

▪ Help deter and identify and reject prospective applicants who are unsuitable for work with children.




The management ensures that procedures and policies are in place for the safe recruitment of all staff in accordance with best practice within the sector. Additionally, the school board ensures appropriate staff have received up to date safer recruitment training.


It is the responsibility of the Head of School and any other staff member nominated by the Head of School to:

▪ Implement the school’s safer recruitment procedures correctly;

▪ Ensure all staff working at the school undergo appropriate checks;

▪ monitor agency and contractor compliance with safe recruitment;

▪ Promote the welfare of pupils at all stages of the process.



Job Descriptions and Person Specifications


A job description will be drawn up for the role and finalised prior to taking any other steps in the recruitment process. It will clearly and accurately set out the duties and responsibilities of the job role.


The person specification informs the selection decision and will set out the skills, experience, abilities and expertise that are required to do the job.





Shortlisting will be undertaken by at least two people from the recruitment panel. Candidates will be assessed against the person specification.




Assessment will be by face-to-face interview, and the same panel will see all the applicants for the vacant position. The interview process will explore the applicant’s ability to carry out the 5 job description and meet the person specification. It will enable the panel to explore any anomalies or gaps have been identified in order to satisfy themselves that the chosen applicant can meet the safeguarding criteria (in line with Safer Recruitment Procedures).


Any information in regard to past disciplinary action or allegations, cautions or convictions will be discussed and considered in the circumstance of the individual case during the interview process.


Checks and references

Before any applicant is able to start work at Karis School, the following will take place –

Reference forms (including the most recent employer) must be returned. The previous employer will also be contacted via telephone or video link to discuss the applicant’s suitability.

  • Identity checks submitted to school
  • Original copies of professional qualifications
  • Any new employee must have signed a self-disclosure form which should be separate to the job application form. It contains specific questions about criminal convictions, warnings, reprimands and a declaration that there is nothing the person is aware of that would make them unsuitable to work with children.
  • After a contract is offered any issues raised in the references or CV will be discussed at a further interview, or the candidate will be rejected without consultation depending on the issues raised. Karis School reserves the right to cancel any agreed contract if the references are not submitted or raise concerns or if any part of the candidates CV is found to be false.


Observation and Monitoring


  • New teachers or teaching assistants will be placed in a class with at least one other experienced adult. The Head of Department will oversee the new staff member for a six-week probationary period. This will involve observations and discussions with the classroom supervisor. During this probationary period the school reserves the right to end any contract if safeguarding concerns or other breaches of the staff’s code of conduct are identified. Cleaners, Ground staff and administrative staff will also undergo the same checks as classroom staff. After employment has started the induction process is also the same covering safeguarding, code of conduct, use of mobile phones and social media. The six-week probationary period is still in place but the new employee will be paired with an existing member of staff and monitored by the relevant line-manager. Again, any shortcomings may result in immediate termination during this probationary period. After the six-week probationary period has been successfully completed, new staff will still be monitored by Heads of Department and supervisors.


Record Retention/Data Protection

If an applicant is successful in their application, the school will retain on their personnel file any relevant information provided as part of the application process. This will include copies of documents used to verify identity and qualifications. This documentation will be retained by the school for the duration of the successful applicant’s employment with the school. All information retained on employees is kept centrally in the Registrar’s office in a locked and secure cabinet and on the school email address.

The same policy applies to any information obtained about volunteers involved with School activities.