1. Purpose

Let's Go Learning is committed to recruiting and retaining a skilled workforce capable of delivering high-quality, safe, and inclusive online provision for SEND learners. This policy ensures that all recruitment, selection, and onboarding processes are:

• Fair, consistent, and non-discriminatory

• Compliant with statutory safeguarding requirements

• Aligned with best practice in Safer Recruitment
   

 

2. Equal Opportunity

Let's Go Learning is an equal opportunities employer. All recruitment activities will be conducted without discrimination on the basis of:

• Age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex, sexual orientation, or any other protected characteristic under the Equality Act 2010.
   

All candidates are assessed solely on their skills, qualifications, experience, and suitability for the role.

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3. Scope

This policy applies to:

• All employees and staff

• Any service users employed in structured roles
   

 

4. Policy Statement

Let's Go Learning prioritises the safeguarding of children and vulnerable adults. We ensure:

• All posts involving regulated activity are subject to Enhanced DBS checks and Barred List checks where applicable.

• Verification of the right to work in the UK for all candidates.

• At least two professional references, including safeguarding-specific checks.

• Adherence to Childcare Disqualification Regulations (2018) for relevant roles.

• Compliance with the DBS Code of Practice and fair treatment of applicants with criminal records.
   

Written Confirmation of Safer Recruitment Checks:

Let's Go Learning confirms that all staff have undergone the required Safer Recruitment checks, including Enhanced DBS and Barred List checks where applicable. Documentation confirming completion of these checks is maintained securely by HR and can be provided in writing to commissioners or monitoring officers upon request.

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5. Recruitment Process

5.1 Job Analysis and Description

• Conduct a thorough job analysis to identify skills, qualifications, and experience required.

• Prepare a clear, concise job description and person specification.
   

5.2 Job Posting

• Advertise internally and externally using appropriate channels.

• Ensure accessibility to reach diverse candidate pools.
   

5.3 Application Process

• Accept applications via online system.

• Acknowledge receipt promptly.
   

5.4 Screening and Shortlisting

• Review applications against objective criteria.

• Shortlist candidates meeting required competencies.
   

5.5 Interviewing

• Conduct structured interviews with a panel of trained interviewers.

• Include safeguarding and role-specific questions.
   

5.6 Assessment and Selection

• Use objective assessments, including skills tests, as appropriate.

• Make decisions based on merit and suitability for the role.
   

5.7 Reference Checks

• Obtain at least two professional references.

• Make safeguarding-specific enquiries where relevant.

• Ensure confidentiality and candidate consent.
   

5.8 Onboarding

• Provide comprehensive induction and training for all new staff, volunteers, and service users.

• Include safeguarding, SEND awareness, equality, and health & safety training.
   

 

6. Training

• All hiring managers, HR staff, and DSLs receive Safer Recruitment training on induction and every three years.

• All staff receive safeguarding training appropriate to their role.

• Service users employed in structured roles receive role-appropriate training, including safeguarding and health & safety guidance.
   

 

7. Posts Requiring Clearance

• HR maintains a list of posts requiring Enhanced DBS and Barred List checks.

• All recruitment types (permanent, temporary, casual, agency) are subject to the same checks.

• Agency providers must ensure compliance and maintain evidence.
   

Definition of Regulated Activity:

• Work with children or vulnerable adults unsupervised, including teaching, training, instructing, or personal care.
   

 

8. Disqualification Under the Childcare Act

• Let's Go Learning ensures compliance with the Childcare (Disqualification) Regulations 2018 for relevant roles (early years or children under eight).

• External agencies must verify compliance before placement.
   

 

9. Record Keeping

• HR maintains accurate records of applications, interview notes, references, and DBS checks.

• Records are confidential and securely stored.
   

 

10. Accountability

• Management Committee: Approve policy, ensure compliance, provide resources.

• Director: Oversees implementation, ensures legal compliance.

• HR: Maintains records, manages process, ensures training.

• Managers: Follow the policy, participate in recruitment, and uphold safeguarding.

• DSL: Advises on safeguarding aspects of recruitment.
   

 

11. Monitoring and Review

• Annual policy review to ensure compliance and best practice.

• Safer Recruitment processes and records reviewed annually by HR and Management Committee.

• Written confirmation of checks and training compliance available for monitoring visits.
   

 

Approved by: Management Committee of Let's Go Learning
Next Review Date: September 2026