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Maintaining a secure and effective educational environment depends on the safety and suitability of all staff members. This is especially critical when hiring individuals who have lived or worked outside the United Kingdom, as additional checks are essential to mitigate potential risks.

Understanding the Importance of Overseas Checks

Included within Keeping Children Safe in Education, September 2024, all individuals, including those with overseas experience, must undergo checks equivalent to those applied to domestic staff. This legislation underlines that schools and colleges must gather thorough information for every candidate, ensuring that events related to their time abroad are duly considered.

Recommended Recruitment Protocols

Before determining the necessity of additional checks, it is vital that the recruitment process is robust.

Here’s how to structure this process effectively:

Application Form Essentials: Include questions that focus on:
Any time the candidate has spent living or working overseas.
Gaps in employment history.
A notice indicating potential further checks related to international experiences.
Gathering Accurate Information: After shortlisting candidates, require them to complete a self-declaration form.

This information should then be compared with other data collected about their overseas time to ensure consistency.

Interview Considerations: Prepare specific questions aimed at assessing potential risks associated with candidates’ overseas history. Example questions include:

What motivated you to travel or work abroad?
What prior roles did you hold before moving overseas?
Can you describe the types of responsibilities you undertook while abroad?
Were any of your overseas experiences similar to the position you have applied for?
Can you explain any frequent job changes during your time overseas?

These questions allow you to identify discrepancies and provide candidates the opportunity to clarify their situations during the interview.

The Importance of References
It is crucial to obtain references from both the candidate’s UK and overseas employers. Collecting this information can help illuminate their professional background and suitability for the role. Aim to reference the candidate’s employment history spanning up to ten years when possible, as this can provide a more comprehensive view.

Collaboration for Risk Assessment
Once pre-employment checks are concluded, work collaboratively with your HR team, Safer Recruitment Lead, and Designated Safeguarding Lead to evaluate any identified risks. During this process, consider:
Any disclosures made in self-declarations or DBS checks.

The relevance and reliability of overseas references.

The nature of the candidate’s experience in regulated activities or other sensitive roles.
The timeframe and context of their time abroad, including any gaps in their employment history.

Guidelines for Additional Checks

If deemed necessary, additional checks may include:
Criminal Record Checks: Request these checks from the relevant overseas authorities, particularly for candidates who have lived abroad for three months or more within the past five years.
Letters of Professional Standing: For teaching positions, obtaining a letter from the professional regulatory authority in the applicant’s country of employment can provide useful insights.
Certificates of Good Conduct: These can be particularly helpful for candidates with limited employment history, demonstrating their character and trustworthiness.
Online Searches: Conduct online searches for shortlisted candidates to uncover potential issues early in the recruitment process. Be consistent in applying these searches for all candidates to ensure fairness.

Addressing Remaining Uncertainties

Should risks still be present despite additional checks, institutions have a couple of options:
Decide against proceeding with the appointment.
Implement comprehensive control measures to manage identified risks, such as:
Enhanced induction processes involving detailed safeguarding training.
Increased supervision during initial employment.
An extended probation period to assess the candidate’s integration and performance.

Each decision should be informed by a thorough risk assessment and documented carefully.

Conclusion

Following these steps will lead to a thorough recruitment process that effectively mitigates potential risks associated with candidates who have lived or worked overseas. By fostering a diligent, fair, and vigilant approach, educational institutions can maintain a safe environment for students and staff alike.

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