Discover how applying a safeguarding mindset during recruitment planning helps ensure you identify and gather all the information you need for safer employment.
Effective planning sets the foundation for safer recruitment. Taking time to understand your workforce needs helps you attract the right people, create a positive candidate experience and make confident recruitment decisions.
Start by identifying the skills, values, behaviours and attitudes needed for the role and for delivering safe, high-quality care. Reflect these clearly in job descriptions, adverts and application materials so candidates understand what is expected and can see how they align with your organisation.
Setting clear safeguarding expectations from the beginning helps create a culture of safety, attracts people who share your values and supports a fair, consistent recruitment process.
What you need to do
Effective planning helps you build a safe, fair and values-led recruitment process.
Make sure you:
- Define the role clearly - set out responsibilities, expectations and the skills needed to succeed.
- Identify the right values and behaviours - consider the attitudes and qualities needed to deliver safe, compassionate, person-centred care.
- Plan required checks - decide what pre-employment checks are needed, such as DBS level and references.
- Set out your recruitment process - agree timelines, roles and responsibilities so everyone understands what needs to happen and when.
- Prepare clear job information - create accurate job descriptions and adverts that reflect the role and your organisation’s values.
Key things to get right
- Recruit for values as well as skills: Look for people whose values, behaviours and attitudes align with delivering safe and compassionate care.
- Be clear and realistic: Accurate job descriptions and honest adverts help attract the right candidates and ensure people understand the role from the start.
- Plan ahead: A well-planned recruitment process helps you make safer decisions and avoid delays or missed checks.
Common things to avoid
- Using unclear or outdated job descriptions.
- Focusing only on qualifications and experience rather than values and behaviours.
- Not identifying the appropriate level of pre-employment checks.
- Starting recruitment without a clear process and responsibilities.
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