SAFER RECRUITMENT CHECKLIST · Free template · The Safeguard Hub (safeguard-hub.org) · KCSIE 2025 Part Three aligned
Safer Recruitment Checklist
Complete for every appointment to a post involving regular contact with children, including volunteers and governors.
| Post applied for: ________________________________ |
Candidate name: ________________________________ |
| Hiring manager: ________________________________ |
Date of appointment: ________________________________ |
Stage 1 — Advertising & Job Description
| Done |
Requirement |
KCSIE 2025 ref |
| ☐ |
Job description includes safeguarding responsibilities and commitment to child protection |
Para 222 |
| ☐ |
Person specification includes safeguarding as an essential criterion |
Para 222 |
| ☐ |
Advert states that the post is subject to an enhanced DBS check with children's barred list check |
Para 224 |
Stage 2 — Application & Shortlisting
| Done |
Requirement |
KCSIE 2025 ref |
| ☐ | Own school application form used (not just a CV) — includes self-declaration questions | Para 222 |
| ☐ | Full chronological employment history requested and any gaps identified and queried | Para 222 |
| ☐ | At least two references requested, including current / most recent employer | Para 228 |
| ☐ | References obtained before interview where possible | Para 228 |
| ☐ | Online search conducted on shortlisted candidates (name, social media) — documented | Para 227 |
Stage 3 — Interview
| Done |
Requirement |
KCSIE 2025 ref |
| ☐ | At least one panel member has completed Safer Recruitment training (within last 5 years) | Para 221 |
| ☐ | Interview includes safeguarding-specific questions for all candidates | Para 222 |
| ☐ | Any gaps in employment or concerning information explored in interview | Para 222 |
| ☐ | Identity verified at interview (passport or photographic ID) | Para 230 |
| ☐ | Candidate asked to declare any convictions, cautions, or other relevant matters | Para 222 |
Stage 4 — Pre-Appointment Checks (before start date)
| Done |
Requirement |
N/A |
KCSIE 2025 ref |
| ☐ | Enhanced DBS with Children's Barred List check applied for (or existing check verified via Update Service) | ☐ | Paras 230–235 |
| ☐ | DBS certificate received and reviewed by authorised person | ☐ | Para 235 |
| ☐ | Right to work in the UK verified (original documents) | ☐ | Para 230 |
| ☐ | Qualified Teacher Status (QTS) verified via the Teaching Regulation Agency (teachers only) | ☐ | Para 230 |
| ☐ | Prohibition from teaching check completed (teachers only) — via TRA Employer Access | ☐ | Para 230 |
| ☐ | Section 128 check completed (management roles in independent/academy schools) | ☐ | Para 230 |
| ☐ | Overseas check / Certificate of Good Conduct obtained (if lived abroad for 3+ months in last 5 years) | ☐ | Para 240 |
| ☐ | Health declaration / occupational health check completed where applicable | ☐ | Para 230 |
| ☐ | References satisfactory — any concerns followed up before start | ☐ | Para 228 |
| ☐ | All checks recorded on the Single Central Record before the person starts | ☐ | Paras 244–248 |
Stage 5 — Induction
| Done |
Requirement |
KCSIE 2025 ref |
| ☐ | New starter received Part One of KCSIE 2025 (or Annex A for non-regulated posts) and signed to confirm reading | Para 6 |
| ☐ | Safeguarding induction completed including DSL introduction and reporting procedures | Para 6 |
| ☐ | Code of conduct / staff behaviour policy provided and signed | Para 93 |
| ☐ | Online safety and acceptable use policy provided and signed | Annex C |
Sign-Off
| Role |
Signature & date |
| Hiring manager / HR | |
| DSL (reviewed for safeguarding completeness) | |
| Headteacher / Principal (final authorisation) | |
Important: No person should begin work with children until all mandatory checks are complete and satisfactory (or appropriate risk-assessed interim arrangements are in place and documented). Statutory references: KCSIE 2025 Part Three (paras 220–250) · Rehabilitation of Offenders Act 1974 · Immigration, Asylum and Nationality Act 2006
Free template from The Safeguard Hub (safeguard-hub.org). Review with your HR/legal team before adoption. Not legal advice.