Safer Recruitment Policy
Policy Reference Number | PT/RP/V3 |
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Date of approval | March 2026 |
Next Review Date | March 2027 |
Policy Owner: Managing Director / Designated Safeguarding Lead (DSL)
- Policy Statement
Primed Talent Ltd is committed to safeguarding and promoting the welfare of all learners and expects all staff, contractors, and partners to share this commitment.
As an independent training provider delivering adult education and Skills Bootcamps, Primed Talent recognises that safer recruitment is a critical component of safeguarding. Although all learners are aged 18 and above, we acknowledge that adults may still be vulnerable and require appropriate protection.
We are committed to ensuring that all individuals engaged to work with learners are suitable, safe, and able to uphold the highest standards of professional conduct. Our recruitment processes are designed to deter, identify, and prevent the appointment of individuals who may pose a risk.
Safer recruitment is embedded within our wider safeguarding framework and aligns with our Safeguarding and Prevent policies.
- Purpose
The purpose of this policy is to ensure that Primed Talent:
- Recruits individuals who are suitable to work with learners
- Applies consistent, fair, and transparent recruitment processes
- Undertakes appropriate pre-employment and pre-engagement checks
- Identifies and manages potential safeguarding risks during recruitment
- Maintains compliance with legal, regulatory, and safeguarding requirements
- Scope
This policy applies to all recruitment and engagement activity, including:
- Permanent employees
- Fixed-term and sessional staff
- Freelance trainers and consultants
- Agency workers
- Volunteers
- Delivery partners and subcontractors
- Guest speakers and external contributors
The level of checks undertaken will be proportionate to:
- The nature of the role
- Level of contact with learners
- Degree of supervision
- Delivery context (online or in-person)
- Key Principles of Safer Recruitment
Primed Talent applies the following principles:
- Recruitment processes are fair, consistent, and documented
- Safeguarding is embedded at all stages of recruitment
- Decisions are based on both role suitability and safeguarding suitability
- All concerns are explored before appointment
- No individual is appointed without appropriate checks being completed
- Safer Recruitment Procedure
Primed Talent follows a structured recruitment process to ensure safe and appropriate appointments.
Stage 1: Role Design and Advertising
All roles will:
- Include safeguarding responsibilities within job descriptions
- Clearly state required checks (e.g. DBS, references)
- Reflect Primed Talent’s commitment to safeguarding
Stage 2: Application and Shortlisting
Applications are assessed against clear criteria. During this stage:
- Employment history is reviewed
- Gaps or inconsistencies are identified and explored
- Any concerns are flagged for further discussion
Stage 3: Interview and Assessment
All interviews must include safeguarding considerations.
This includes:
- Questions assessing safeguarding awareness
- Assessment of professional boundaries and judgement
- Consideration of Prevent awareness (where relevant)
- Evaluation of values, behaviour, and suitability
Candidates must provide:
- Proof of identity
- Right to work documentation
- Evidence of qualifications (where required)
Stage 4: Pre-Employment / Pre-Engagement Checks
Before any appointment is confirmed, the following checks will be completed as appropriate:
- Identity verification
- Right to work in the UK
- Address verification (where relevant)
- At least one professional reference (preferably most recent employer)
- Verification of qualifications or professional status
- Declaration of relevant convictions (where lawful)
- DBS check (where required and legally permitted)
Individuals will not commence work until required checks are completed and reviewed.
Stage 5: Decision and Appointment
Any concerns identified during recruitment will be:
- Risk assessed
- Considered in relation to the role
- Reviewed by appropriate senior staff
Decisions will be clearly documented.
- Single Central Record (SCR)
Primed Talent maintains a Single Central Record (SCR) of all staff and relevant personnel.
The SCR includes:
- Name and role
- Start date
- Identity check confirmation
- Right to work status
- DBS check status (where applicable)
- Reference checks
- Qualification checks (where applicable)
The SCR is:
- Maintained securely
- Regularly reviewed and updated
- Audited periodically to ensure compliance
- DBS and Suitability Checks
Primed Talent adopts a risk-based approach to DBS checks.
- DBS checks are carried out where roles meet legal eligibility criteria
- The level of check (Basic, Standard, Enhanced) is determined based on role requirements
- DBS Update Service may be used where applicable
Where disclosures arise:
- They are assessed on a case-by-case basis
- Consideration is given to:
- Relevance to the role
- Seriousness
- Pattern of behaviour
- Time elapsed
A disclosure does not automatically result in exclusion.
- Contractors, Associates, and Partners
Primed Talent ensures that all contractors and external partners meet the same safeguarding standards as employees.
This includes:
- Appropriate identity and right to work checks
- References and experience verification
- DBS checks where required
- Agreement to safeguarding and Prevent policies
- Clear expectations regarding conduct and boundaries
No contractor or partner will engage with learners without appropriate checks.
- Online Delivery Safeguarding
Given Primed Talent’s remote delivery model, additional safeguards apply.
Staff and contractors must:
- Use only approved communication platforms
- Maintain professional boundaries at all times
- Not use personal contact methods (e.g. WhatsApp, social media)
- Conduct sessions in a professional and appropriate manner
Risks addressed include:
- Inappropriate communication
- Lack of supervision
- Online safeguarding breaches
- Induction and Ongoing Suitability
All new staff and contractors will receive induction covering:
- Safeguarding responsibilities
- Prevent Duty
- Reporting procedures
- Professional conduct and boundaries
Ongoing suitability is ensured through:
- Probation and supervision
- Performance review
- Safeguarding training updates
- Requirement to disclose relevant changes
- Record Keeping
Primed Talent maintains accurate recruitment records, including:
- Applications and interview notes
- References
- Verification checks
- DBS status
- Training records
All records are:
- Stored securely
- Managed in line with data protection legislation
- Retained appropriately
- Roles and Responsibilities
Managing Director
- Overall accountability for safer recruitment
- Ensures policy implementation and review
Designated Safeguarding Lead (DSL)
- Provides safeguarding oversight in recruitment
- Advises on risk and suitability
Managers / Recruiting Leads
- Ensure recruitment procedures are followed
- Complete required checks
- Identify and escalate concerns
- Maintain records and SCR
- Support compliance and administration
- Monitoring and Governance
Safer recruitment is actively monitored to ensure effectiveness.
This includes:
- Regular audit of the Single Central Record
- Review of recruitment practices
- Monitoring compliance with checks
- Learning from incidents or concerns
Senior leaders are responsible for ensuring continuous improvement.
- Whistleblowing
Primed Talent encourages staff to raise concerns about:
- Unsafe recruitment practices
- Staff suitability
- Safeguarding risks
Concerns will be:
- Taken seriously
- Investigated appropriately
- Managed confidentially
- Policy Review
This policy will be reviewed:
- Annually
- Following changes in legislation or guidance
- Following safeguarding or recruitment incidents
16. Document Control and Review
Field | Detail |
Policy Title | Safer Recruitment Policy |
Policy Reference Number | PT/RP/V3 |
Approved by | Managing Director |
Date Approved | March 2026 |
Next Review Date | March 2027 |
17. Revision Log
Version | Date | Section | Description of Change |
V1 | March 2025 | Full Document | First release |
V2 | March 2025 | Full Document | Updated to reflect current best practice and compliance with legislative changes |
V3 | March 2026 | Full Document | Refined wording to align with UK safer recruitment practice |