Safer recruitment

Our safer recruitment policy

Safer recruitment practices are in place to ensure the people we place with you are suitable to work with children and young people. Safer recruitment is an ongoing process of improvement for every organisation whose work or services involve contact with children.

The safe recruitment of staff into schools is the first step to safeguarding and promoting the welfare of the children in education. Here at Clarus Education, we adhere to all Department of Education policies. 

Download our safer recruitment policy below. 


We are a member of The Association of Professional Staffing Companies (APSCo), which was formed to give all those involved in the recruitment of professional talent that has a commitment to excellence, the specialist support they need to be successful.

APSCo helps us provide candidates and school employers a trusted badge of quality whilst supporting them in achieving their educational hiring needs. 

Document checklist

The following employment documents will be seen and checks will be undertaken as part of a face to face, or online interview. Only original or certified documents are acceptable:

  • An up-to-date CV and application/registration form. Candidates are to account for any gaps or discrepancies in their employment history. Applicants are made aware that providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the police and other professional regulatory bodies (e.g. the Teaching Agency)
  • Verification of the candidate’s identity in line with the requirements of The Immigration, Asylum and Nationality Act 2006
  • Passport and visa status with dates and any official Home Office letter as required
  • Two forms of both photo and address ID are required
  • A barred list check (formally known as a List 99 check) on current and any previous names (e.g. maiden names) and marriage or change of name documentation as required
  • A satisfactory current enhanced DBS clearance with barred list information through Clarus Education or another source where a candidate has subscribed to the DBS update service, where an online check will be carried out to ensure the DBS certificate is current and up-to-date (for full details see our DBS policy)

Document checklist

  • Receipt of at least two satisfactory references, one of which will be from the former or most recent employer. A minimum of two years of employment will be covered and all referees must have held a post senior to the candidate and seen the candidate working with children or young people
  • The relationship of the candidate to the referee must be clearly stated. Any original testimonial must be checked and verbal references followed up in writing within 15 days
  • Overseas candidates or anyone who has worked overseas in the last two years must also provide an Overseas Police Check
  • Verification of the candidate’s medical fitness
  • Verification of qualifications, including a NARIC comparison as required
  • Verification of registration with any required professional bodies e.g. DfE, IfL, and HCPC
  • Verification teachers are not subject to a prohibition order issued by the Secretary of State, through the Employer Access Online service
  • Verification of successful completion of the induction period (for those who obtained QTS after 7 May 1999)
  • Candidate vetting is regularly updated and all information is scanned and kept on file
  • Candidates are telephone vetted and informed of all of the above on invitation to a face-to-face interview by a trained interviewer
  • Notes are kept of the interview and any queries followed up. A profile is written and details added to the database

Additional information

Induction includes: This candidate has been fully interviewed face-to-face, or online via video, by a trained member of the Clarus Education team. They have been fully inducted into our working procedures and been given guidance on the following topics: child protection, safer recruitment, equal opportunities, agency worker regulations, payroll, timesheets and remuneration, holiday pay, reporting of sickness or absence, expected conduct on Clarus Education assignments, termination by any party, and introduction to the National Curriculum of England and Wales.

Any gaps in employment within their work history have been discussed at length and personal references requested, if applicable.

  • Vetting is completed by the admin team who take copies of all documents and request a candidate photo
  • All files go through a two-tier checking process before a candidate is cleared for work

Our vetting documentation is shared with our client schools when any candidate is placed, or prior to placement. An example of the vetting document is available on request.