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Recruitment compliance and safeguarding checks

Find out about the compliance and safeguarding checks that need to take place as part of the recruitment process.

​Compliance and Safeguarding checks are an important part of the recruitment process. They help us to:

  • comply with the law and Care Quality Commission, Ofsted and Department for Education requirements by ensuring that prospective staff have permission to work and remain in the UK and have not been barred from carrying out the job – e.g. for regulated posts or roles working with vulnerable groups
  • check that the potential recruit is suitably qualified or skilled for the job
  • assess their ability to undertake the duties of the role

The Compliance team:

  • conduct compliance and safeguarding checks on our behalf
  • work in partnership with the Safer Recruitment team to ensure that safer recruitment practices are followed

The level of checks required will depend on the role being recruited to and will need to be factored into recruitment lead times.

For staff moving internally, the Compliance team will check if there is any change to screening requirements.

If there is no change and satisfactory checks have already been received, there will be no requirement to repeat the screening process. If however, the new role requires an enhanced level of checks, these will need to be carried out before the candidate can start.

You will be required to confirm the checks necessary for the post - see the summary of pre-employment checks (PDF, 109 KB).

In the event of an unsatisfactory check, you will receive a notification asking you to login to Recruit and confirm whether you wish to request advice from the DBS team and:

  • proceed with the candidate
  • proceed to the candidate review and withdrawal process

If you have any questions or have any feedback relating to service delivery please contact the Compliance team (PDF, 125 KB).

  1. Recruiting former employees

    Check if the person you're hiring has been employed here before.

  2. LADO checks

    If the role requires a DBS check, it will also require a LADO check.

  3. Self-declaration of spent or unspent convictions

    The disclosure of convictions, cautions, reprimands or bindovers will not necessarily prevent employment but will be considered in the same way as DBS disclosures.

  4. Medical screening

    ​All candidates are required to complete an online fitness to work declaration form as part of the recruitment process.

  5. Eligibility to work in the UK

    Checks will need to be carried out to confirm eligibility to work in the UK.

  6. References

    References will be compared with the application details to ensure that the information provided is consistent and that there are no concerns or gaps.

  7. National Insurance number

    The candidate will need to provide their National Insurance card, payslip or a document from central government, local government or agency.

  8. Home address

    Proof of address will need to be provided.

  9. Disclosure and Barring Service (DBS) checks

    An appropriate Disclosure and Barring Service check (DBS) and DBS barred list check will be undertaken before appointing any applicant to a post which is classed as regulated activity.

  10. Social care database check

    Social care database checks will be undertaken for all successful applicants applying to a role within Children and Families and roles within education which require an enhanced DBS check.

  11. Childcare (Disqualification) Regulations 2009

    The regulations prohibit anyone who themselves are disqualified under the regulations, or who live in the same household as a disqualified person, from working in a relevant setting, including in schools.

  12. Qualifications, registrations, memberships

    ​There are some posts where individuals are required by law to have a qualification and/or registration with a professional body.

  13. Close personal relationships

    Candidates are asked to disclose if they are a relative or partner or have a close personal relationship with any employee of the county council, county councillor or supplier.

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