The purpose of this module is to provide the learner with strategies to find the right person who is consistent with existing safeguarding policies so that children in their can can be safe, learn and develop with high standards of care, and education or coaching.


Now lets learn of some of the important steps of a safer interview by working through the following presentation. Select the left and right arrows underneath the image to advance through key steps in the process contained on each the slides:

Safer Interviews:

Interviews form the bedrock of a selection process. Please note that this guidance is primarily about the interview process to screen for safeguarding concerns, and should be taken in conjunction with standard practice to select the best candidate from a job performance perspective.


Requesting & Pursuing References

One of the best indicators of future behaviour is to look at previous behaviour, and references are a key recruitment and screening tool. The purpose of seeking references is to obtain factual information to support appointment decisions.

Select the arrows to the left of each Top Tip for Pursuing References in the accordion below to reveal important information about this process:


Requesting References

References should seek objective verifiable information and not opinion. The use of reference proforma can help achieve this.

Requests should remind the referee that they have a responsibility to ensure that the reference is accurate and that relevant factual content of the reference may be discussed with the applicant.

  • Individuals employed to work regularly in a school are in regulated activity (RA) with childrenIt is a legal requirement to check people working in RA are not barred from that work before they commence in postPeople not in RA can still be asked to undertake a DBS disclosure (without Barred list check)It is unlawful to check the Barred list if the person is not in RAEmployer must see the original certificate and record on the SCR the date that it was seenUnder the DBS code of practice, employers should only retain a copy in certain circumstances

The image below contains key steps and considerations when pursuing references for candidates. Select each of the question mark icons (?) to learn each important step and considerations:


Post-Interview Screening Requirements & Procedures

  • It should be made clear to a successful applicant that the offer of employment is conditional and subject to successful vetting and other per-employment checks (and for non-teaching posts, a probationary period should be included).
  • It is important that an offer of an employment is made on satisfactory completion of the necessary checks before the applicant begins. On occasions it is not always possible to complete all the check but for some organisations some checks have to be done before a person can start work. For example, checking the barred list.
  • References being obtained and followed up is important. Particularly for overseas applicants.

The image below contains a series of requirements and procedures for a safer screening process. Select each of the tick icons (√) to learn each of these requirements and procedures:


The following graphic contains a number of images and corresponding requirements and processes for the post-interview. Click the “turn” button at the bottom centre of the image card to reveal the information. Then proceed through the remaining procedures by selecting the blue arrow at the bottom right of each card:

Which Roles and Candidates Require an Enhanced DBS?

All staff and governors require an enhanced DBS. All staff and governors in regulated activity require a DBS Barred List; “As the majority of staff will be engaging in regulated activity, an enhanced DBS certificate which includes barred list information will be required for most appointments. In summary, a person will be considered to be engaging in regulated activity if, as a result of their work:

  1. Those roles will be responsible, on a regular basis (in a school or college) for teaching, training instructing, caring for or supervising children
  2. Those members of staff will carry out paid, or unsupervised unpaid work regularly in a school or college where that work provides an opportunity for contact with children
  3. Those who engage in intimate or personal care, or overnight activity, even if this happens only once.“

Take a good look at the following DBS Decision Tree graphic sourced from the Keeping Children Safe in Education 2019 Guide to learn a few more specific DBS requirements:


The following section contains a number of questions to provide you with a quick knowledge test to help you retain the information from this module. After answering the question proceed through the remaining questions by selecting the blue arrow at the bottom right of each set of answers:

Upon completion of this module’s material above, select the “mark complete” or “next module” button below to record your progress. This will save your place and your work on the course thus far and will enable you to complete the assessment at the end of the course.