ASEND - Safer Recruitment

In this policy, "appointment" refers to employees and "engagement" to self-employed contractors. "Applicant" covers both. The safeguarding checks are the same for everyone. Nothing in this policy creates an employment or worker relationship with a contractor.

1. Our commitment to safer recruitment

Most people applying for paid and unpaid roles in an educational setting are safe and trustworthy around children and young people. However, perpetrators of abuse may deliberately target settings that give them access to children and young people, seeking a position of trust that puts them above suspicion (IICSA, 2018).

ASEND's commitment to safeguarding and child protection is stated clearly at every stage of our recruitment and engagement process. This policy follows Keeping Children Safe in Education (2026) (KCSiE).

We ensure that:

• Everyone involved in recruiting employees or engaging contractors, including our DSLs, directors and employees, knows they are responsible for keeping safe the children and young people we work with.

• Every advertised opportunity states our commitment to safeguarding, including this statement:

"ASEND is committed to safeguarding and promoting the welfare of children and young people and expects all staff, contractors and volunteers to share this commitment. All appointments and engagements are subject to an Enhanced DBS check with Children's Barred List check, satisfactory references and pre-appointment or pre-engagement checks. No individual will start work until all required checks have been received and verified."

• Any applicant found, through a DBS certificate or Update Service status check, to be barred from working with children is committing a criminal offence by applying. They will be reported immediately to the DBS and the police, in line with our Safeguarding Policy.

• Our senior leadership and recruitment teams complete CPD-accredited Safer Recruitment in Education training. They follow national guidance and the protocols of the relevant Local Children's Safeguarding Partnerships.

• Anyone involved in recruitment or engagement completes any specific training a local authority requires, such as safeguarding training provided by the local safeguarding partnership.

2. Applying to work with us

We seek suitable applicants nationwide on a rolling basis, and run targeted campaigns when our team identifies a specific need. We advertise opportunities on our website and on platforms with nationwide reach.

All applicants complete our standard application form, with their work history attached. CVs are accepted only with a fully completed form, so that we hold a complete work history with no unexplained gaps. For self-employed applicants, the history should include their main clients and engagements.

Two people review each application.

Self-declaration. In line with KCSiE, shortlisted applicants sign a self-declaration before interview. It asks them to disclose any criminal history, whether they are on the Children's Barred List, subject to a prohibition order (including from teaching), or disqualified from childcare. It is administered in line with Ministry of Justice guidance on protected cautions and convictions. It is considered alongside other checks and does not replace the Enhanced DBS with Barred List check.

Online searches. In line with KCSiE, we carry out online searches on shortlisted applicants before interview. These look for publicly available information, comments or images that may affect suitability to work with children or present a safeguarding risk. Applicants are told about this check on the application form. Any concern is discussed with them at interview. Search findings are used only for this purpose and handled in line with our privacy notice.

Health questions. Health and fitness questions are asked only after a conditional offer of appointment or engagement has been made, and only as far as needed to establish whether the applicant can carry out the role, with reasonable adjustments where relevant.

All offers of appointment or engagement are conditional on the accuracy of the self-declaration, satisfactory online searches and completion of all pre-appointment or pre-engagement checks.

3. Shortlisting and references

Employees are shortlisted against the job description and person specification. Contractors are shortlisted against the service specification for the type of work offered.

Applicants supply at least two professional references covering at least two years of work within the last five years:

• For employees, one must be from the current or most recent employer.

• For self-employed applicants, one must be from a current or recent client or commissioning organisation. Where they were previously employed, we also seek a reference from their most recent employer.

Where possible, references are taken up before interview so that discrepancies can be explored at interview.

We request references directly from referees. References or testimonials supplied by the applicant are never accepted. References must come from a verified professional or organisational email domain. References from generic addresses (such as Gmail, Hotmail or Yahoo) need secondary verification. We contact referees by email or phone about any anomaly or discrepancy.

Referees are always asked about:

• the applicant's suitability to work with children, young people and vulnerable adults;

• any disciplinary action or warnings, including time-expired ones, relating to the safeguarding of children, young people and vulnerable adults, or any concerns raised about the applicant's conduct with them; and

• the applicant's suitability for the role or work offered.

When checking references, we:

• verify the most recent relevant period of work where the applicant is not currently working;

• obtain a reference from the last organisation the applicant worked with children through, if they are not currently working with children; if they have never worked with children, from their current employer or client;

• verify information with the person who provided the reference;

• check that electronic references come from a legitimate source;

• contact referees where information is vague or insufficient;

• compare the application with the references and raise any discrepancy with the applicant; and

• resolve any concern before the appointment or engagement is confirmed.

4. Selection

Selection methods depend on the nature of the role or work. All shortlisted applicants take part in two interviews with different interviewers, at least one of whom has completed Safer Recruitment training. Interviews are held face to face or by video call.

Applicants are always asked to:

• explain satisfactorily any gaps or overlaps in their work history;

• explain any anomalies or discrepancies in the information available to the interviewers;

• address any relevant findings from online searches or self-declaration disclosures;

• declare any information likely to appear on a DBS check; and

• demonstrate their capacity to safeguard and promote the welfare of children, young people and vulnerable adults.

We do not routinely give detailed individual feedback, but aim to confirm the outcome to the applicant within one week of interview.

5. Pre-appointment and pre-engagement checks

Before starting work, every successful applicant must complete the following checks as a minimum.

6. Induction and onboarding

Everyone working with children and young people through ASEND receives safeguarding information and a safeguarding briefing before they have any contact with a child or young person. This is required by KCSiE and by our commissioners.

6.1. 1 Employees

New employees receive an induction pack containing:

• our Safeguarding and Child Protection Policy;

• our Staff Code of Conduct and Acceptable Use Policy covering IT, AI and digital safety;

• our Anti-Bullying, Whistleblowing and Complaints Policies;

• contact details for our Designated Safeguarding Leads (DSLs) and key contacts; and

• Keeping Children Safe in Education Part 1, which they must read in full and sign a declaration confirming they have read, understood and will follow it.

Employees then complete ASEND's induction training.

6.2. 2 Contractors

As a condition of being offered work, contractors receive and confirm they will follow:

• our Safeguarding and Child Protection Policy and safeguarding reporting route;

• the safeguarding and professional standards set out in their contract for services, including the safe use of IT, AI and digital tools when working with children;

• contact details for our DSLs and key contacts;

• our Complaints Policy and how to raise a concern about a child's welfare or about ASEND; and

• Keeping Children Safe in Education Part 1, with a signed declaration that they have read and understood it.

Contractors complete our pre-engagement safeguarding briefing before their first referral.

6.3. 3 SEND Manager Team

From the start of their work with ASEND, employees and contractors can contact our SEND Manager Team, made up of SENDCos and specialist teachers. The team:

• answers questions about safeguarding responsibilities, including reporting online safety risks, generative AI misuse and nudes or semi-nudes concerns;

• is the first point of contact for concerns about a child or young person, and passes any safeguarding concern to the DSLs immediately; and

• shares the information about the CYP and the commissioner's requirements needed to deliver the service.

Contractors decide how they deliver their services. The SEND Manager Team does not direct or supervise their work.

7. Review

This policy is reviewed at least every 12 months, and sooner if Keeping Children Safe in Education or other relevant legislation or guidance changes.