Q. When doing safer recruitment training, we were told to get detailed references. But I’m finding that most settings don’t do this, especially nursery chains. They will only confirm that the person worked there, the dates and that there were no safeguarding concerns. What do you do without more detailed references?
Tor Alter, head, Alyth Kindergarten
‘It is legal for a referee to only confirm a candidate’s work dates. But you should always ring up the referee to clarify any points. I would send the referee a job description so you can ask them for more detailed information of whether you think that person would be suitable for the role. You could ask them to give you examples of things they did that demonstrate their abilities – almost interview the referee. It is also always good to get two references, from the current and former employers.
‘As well as what we get from the references, it is our job in hiring to make sure that a candidate is suitable. If something comes back from the referee about a circumstance or an incident, it is the setting’s duty to do a risk assessment. Settings should also have clear recruitment processes. Applicants should have space in application forms to disclose any convictions, any child protection investigations or disciplinary sanctions. When you meet the candidate, you can ask for two different forms of identification. That way when you come to do Disclosure and Barring Service (DBS), right-to-work, and overseas checks, you know they are the person they say they are. You must also let them know you will be doing these checks. And give them a trial probation period – ours is three months long.
‘If you are not having any success in getting extra information from a referee, this need not disadvantage the candidate. On meeting new recruits, you have to go with your heart. We also always have a trial day for candidates so get a sense of what they are like with the children and if they work well as part of the team.’
Charlotte Percival, HR director, Tops Day Nurseries
‘At Tops we also struggle to get full references. But it is common in the nursery sector only to provide employment dates. With references you have to be factual. When you start talking about people’s personal opinions, or judgments of people, it can become misleading and a bit unfair to the employee you are taking on.
‘We do contact people to validate references and ask a few more questions. This can be a struggle as people are so busy, and when an employee is leaving a setting, the employers may not always be willing to give you information. But you absolutely have to try and have a call with their ex-employer to see if there is any more information that can be shared. Otherwise we are just not doing that safer recruitment.
‘You also have personal character references to back up an applicant. And of course we check application forms and CVs to make sure the references and all the historical employment history tallies up.
‘As well as these, it is really important to have a comprehensive training and induction programme. At Tops we have a staggered training programme over 12 weeks. If any warning signs were to occur, we would know about them fairly soon.’
Nicole Jones, head of operations, Little Pioneers, Cooperative Childcare
‘You are always going to get those standard references. What youneed to do is phone the former employer and see if you can get hold of any other information they have available. If the potential recruit has just left college, the referee will be a tutor.
‘Never take a reference at face value. It is very easy these days for someone to get hold of headed paper and falsify documents.
‘Check with the applicant if they have lived or worked abroad in the last five years.
‘If they have, you need to get a DBS check from that country as well. We do not let anybody begin working with us until their DBS check has cleared. Once they are registered on the DBS Update Service, we check that every 12 weeks and get the member of staff to complete a suitability declaration every 12 weeks as well. Otherwise the colleague can easily fall off the system. But after they begin working with you, if for example they are interviewed by the police, it will show up.
‘When new recruits start with us they have a 13-week long induction process in which we explain our safeguarding and whistleblowing processes. Throughout our 48 settings we do not let staff do any lone work, so practitioners feel confident and supported all the time.’
