A Spotlight on Safer Recruitment: The First Step In Safeguarding

Written By Rachael Bishop

It all starts with recruitment… because the people in our business or what can make or break a business in seconds.

Time and time again we see where things could have gone wrong or where the gaps were, but it’s too late then isn’t it? The damage is done and people are hurt or even worse. Not to even mention the consequences of affected others and reputational damage or penalties for the company who carried out the “recruitment process”.

Safeguarding isn’t just a process to follow and we know that a culture of care and safety should always be paired with a mindset woven into every stage of organisational life. And that journey begins with attracting and maintaining the right people.

When recruitment focuses solely on background checks without a full understanding of safer recruitment, it misses the deeper work required to build safe environments and workplaces. This work must embed and promote the company’s values, demonstrating intent, and nurturing a culture that trusts but verifies from day one.

Where Can It Go Wrong?

We can start with some extremely harrowing cases that make our eyes shut tight. We know it is not nice to consider, especially for those who may not work within the safeguarding field however, when we know how wrong it can go, it can deter us from making similar mistakes and prevent future incidents. To name a few below:

It couldn’t be more important to make sure safer recruitment was not one of the things you had failed to do right.

1. Why Safer Recruitment Matters

Why Not Go Beyond Compliance: Vetting and reference checks are always essential, but remember they are not infallible. We need to be asking broader questions and putting in processes that tell us more about conduct, decision-making and alignment with safeguarding culture. These are things that require a preventative approach, that at times can be reactive however by vetting attitudes, behaviours and values it can help to prevent issues before they arise and build trust with service users, customers, colleagues, and regulators.

2. Embedding Safeguarding Processes In Your Recruitment Strategy

  • Job Descriptions and Ads
    Be transparent from the onset to attract the right people. Clearly state and showcase your safeguarding commitment, the values you expect, and the behaviours you won’t tolerate on your website, adverts, and any paperwork. Candidates need to understand the weight of responsibility before they apply and to understand your commitment to safeguarding will most likely deter those who may be a risk to not apply.

  • Application and Screening

    When conducting an interviewing always ask questions that invite reflection and not just for the candidate to tell you about their experience, but reframe this to ‘tell us about a time you identified risk and acted on it’. Structured screening forms can be beneficial to capture demonstrated attitudes as well as skills.

  • Interviews
    Scenario-based questions will support you as a recruitment panel to test judgement and values in real-world situations: “What would you do if a colleague shared confidential information inappropriately?” “What would you do if you witness a colleague behaving inappropiately towards a service user?” “How would you respond to a child disclosing concern outside your working hours?” Look for body language, consistency and honest reflection, not rehearsed answers and do not be afraid to explore if you need further clarification. It can be extremely useful to complete online checks prior to the interview so that you can ask around specific questions, issues or concerns you may need to further understand.

  • Checks and Vetting

    Not all DBS checks mean a no, however there are best-practice ways of conducting vetting and checks- use a reputable company, carry out online searches for further information, use risk assessment to support your decision making and always utilise the expertise of a Safeguarding Lead if you have one. Make sure you have a Single Central Record to identify gaps in the recruitment process and what action needs to be taken and when.

  • References
    Open-ended questions added to your standard template may be helpful- such as, “Were there ever concerns about this candidate’s boundaries or conduct?” and “Did they ever demonstrate hesitancy in speaking up about safeguarding?”

3. Onboarding And Early Supervision

Recruitment is not complete at the offer acceptance stage, it evolves from there.

  • Induction: Always embed safeguarding deeply within your induction programme, no matter what the role- it is everyone’s responsibility. Cover policy, reporting lines, whistleblowing, and conduct expectations as these things will always link in or cross over with incidents of concern or harm.

  • Probation reviews: Include safeguarding reflection early by asking new staff to share how they approached a situation or identify an area where they want to build confidence.

  • Visible commitment: Leaders and Managers should speak about safeguarding regularly by making it a standalone agenda and part of team meetings, supervision, and organisational updates.

4. The Role of Leadership: Accountability And Commitment To Safeguarding From The Top

  • Lead by example: When leaders show vulnerability and curiosity about safeguarding, it empowers everyone else to follow.

  • Challenge poor practice early: Drift into poor conduct rarely happens in a vacuum and is not always an isolated event. Teams and departments need clarity that challenging behaviour is expected and supported and is not risky.

  • Invest: Allocate time, funding, and training so safer recruitment isn’t a burden- it is essential!

5. From Recruitment to Culture of Safety

Think of safer recruitment as the first part of the jigsaw piece in a safeguarding puzzle. The picture grows with every piece to make us see something wonderful. It is a fundamental aspect of safeguarding and the foundation on which all safeguarding stands when considering an organisation’s make-up. When you select and hire people with purpose, honesty, and vigilance followed up with induction, support, and accountability—your organisation will move beyond compliance building real resilience, earning trust from service users, staff, regulators, and funders, and most importantly protecting people from harm.

If you would like Safer Recruitment Training, Consultancy, or support please contact us for a free consultation now

Rachael Bishop
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