Safe Recruitment Policy

Posted on October 15, 2025 by - Childcare Policies

1. Purpose 

First Kick Football uses safe recruitment practices to ensure that all staff and volunteers working with children are suitable, qualified, and committed to safeguarding. This policy sets out the procedures we follow in line with national legislation and guidance. 

2. Legislative Framework 

  • Early Years Foundation Stage (EYFS 2024) – Safeguarding and Welfare Requirements 
  • Keeping Children Safe in Education (KCSIE 2025) 
  • Working Together to Safeguard Children (2023) 
  • Childcare Act 2006 (Disqualification Regulations) 
  • Rehabilitation of Offenders Act 1974 
  • Asylum and Immigration Act 1996 

3. Recruitment Process 

Advertising 

  • All vacancies are advertised with a statement of our safeguarding commitment.

Applications 

  • Applicants receive a job description, person specification, application form, and Safeguarding Policy. 
  • Application forms must be completed in full and signed; CVs are only accepted with a completed form. 
  • Applicants declare criminal history and provide two referees (one being the last employer, or tutor if first job). 

Shortlisting & Interview 

  • Candidates provide proof of ID, address, qualifications, and right to work in the UK. 
  • Interviews are carried out by at least two interviewers, with consistent questions and follow-up on gaps in employment. 
  • Candidates may be observed working with children. 

Appointment 

  • Offers are conditional on: 
  • • Satisfactory references 
  • • Enhanced DBS certificate (or DBS Update Service check) 
  • • Health questionnaire 
  • • Signed declaration of disqualification status 
  • Photocopies of qualifications and ID are retained on file. 
  • New staff receive contracts, policies, and a full induction (see Staff Induction Policy). 

4. DBS Checks 

  • Enhanced DBS required for all unsupervised staff, students, and volunteers. 
  • DBS Update Service checks used where applicable. 
  • If work starts before DBS is complete, a written risk assessment is required and no unsupervised access is allowed. 
  • DBS checks updated every 3 years. 
  • Central DBS Record maintained. 

5. Disqualification 

  • Staff or volunteers disqualified under the Childcare Act 2006 will not be employed. 
  • New staff must sign a disqualification declaration on appointment; all staff sign annually thereafter. 
  • Any change in status must be reported immediately and employment terminated if necessary. 

6. Immigration Status 

All new staff must provide documents proving eligibility to work in the UK (passport, NI number, visa if applicable). 

7. Responsibilities 

  • Operations Director – overall responsibility for ensuring recruitment complies with safeguarding and legal requirements. 
  • HR & Coaching Performance Manager (Danny Nolan) – leads all recruitment, HR checks, references, and ensures coaching performance and training standards. 
  • Holiday Club Manager (Lee Galloway) – ensures holiday club staff meet recruitment and safeguarding requirements. 
  • All Managers – ensure induction and ongoing suitability of staff. 

8. Review 

This policy will be reviewed annually or sooner if required by legislation or inspection.