In the busy environment of a school, recruitment often feels like a race against time. With terms starting and vacancies to fill, it is tempting to view safeguarding checks as a “tick-box” exercise – get the references, clear the DBS, and start the induction.
However, a recent case highlighted by Kent Online serves as a gentle yet vital reminder to all of us in education: sometimes the most critical information isn’t found on an official certificate. In this particular instance, a teacher’s previous conviction for child assault wasn’t immediately apparent through standard channels due to the way information was shared. Kent police decided not to tell the school that a previous assault conviction Slade had in 2009 was for slapping a child. The article quoted, “Staff at Kent Police, who would have known Slade was seeking employment at a school, did not disclose that the assault had been on a child – a decision the force says was taken due to the “time elapsed” and lack of reoffending.”
This shouldn’t lead to a “blame culture.” Recruitment is complex, and schools act in good faith. Instead, it’s an opportunity to talk about how Safer Recruitment training can empower school leaders to look beyond the paperwork and use a more holistic, “detective” mindset.
The “DBS myth”
There is a common misconception that a “clear” Enhanced DBS check is a total green light. In reality, a DBS check only shows recorded convictions and cautions that haven’t been filtered. It cannot flag:
- Incidents that were handled by police but didn’t lead to a conviction.
- Concerns raised in previous workplaces that didn’t reach a legal threshold.
- An individual’s current attitudes or online “digital footprint.”
Safer Recruitment training shifts the focus from compliance (have we got the paper?) to curiosity (who is this person?).
The power of the online search
One of the most effective tools now recommended in the Keeping Children Safe in Education (KCSIE) guidance is the “online search.”
In the digital age, much of our lives are lived in public. While a formal police record might be restricted, a simple, structured search of the web and social media can often reveal a more complete picture. In many cases, news articles about past court proceedings or public social media posts can provide “red flags” that a DBS might miss.
If schools are trained to perform these searches professionally and ethically, they can uncover information that allows them to ask the right questions during the interview stage. It’s not about “snooping”; it’s about ensuring that the person standing in front of your pupils aligns with your school’s values and safety standards.
Moving from complacency to confidence
Complacency isn’t usually born of laziness; it’s born of a high workload and a reliance on systems we are told to trust. Safer Recruitment training helps break this cycle by giving governors and SLT the skills to:
- Scrutinise gaps: Not just noticing a gap in a CV, but having the confidence to probe why it’s there.
- Verify references: Moving beyond the standard “to whom it may concern” and speaking directly to previous employers to understand a candidate’s conduct.
- Interview for values: Using competency-based questions that test a candidate’s attitude toward safeguarding, rather than just their teaching ability.
- Pre-employment checks: Which ones to do and why
- Signs of concern: What to do if you spot signs that someone may be unsuitable, whilst ensuring you do not breach employment legislation.
A culture of vigilance, not blame
The goal of enhanced training isn’t to make the recruitment process more difficult; it’s to make it more secure. When a school invests in deep-dive recruitment skills, it sends a clear message to parents, staff, and the community: We don’t just check boxes; we know who is working with your children.
By embracing social searches and advanced interviewing techniques, schools can move from a position of “hopeful trust” to “informed confidence.” Let’s use the lessons from recent news not to point fingers, but to sharpen our tools and ensure our schools remain the safe havens they are meant to be.
We run regular virtual Safer Recruitment training and workshops for any education-based staff involved in recruitment within their school or trust. Our Safer Recruitment Accredited trainers run an interactive session, allowing for open discussions on best practice and sharing experiences from other education leaders.
Our training covers:
- Real-life case studies: Understand the consequences of recruitment failures
- Interactive workshops: Develop practical skills to strengthen your processes
- Expert guidance: Learn from experienced professionals on the requirements stipulated by the Safer Recruitment Consortium.
- Up-to-date information: KCSiE updates
Receive a resource bundle, including a workbook, to complete on the day in the comfort of your home or office and take away an accredited certificate for your learning.
