31st July 2026
Recruitment Policy
RECRUITMENT POLICY AND PROCEDURES
Date of Policy: August 2026
Review Date: August 2027
Version: 1.0
1. Purpose
Tara Professional Recruitment Ltd is committed to providing a safe, ethical and professional recruitment service to schools, nurseries and educational settings.
Our recruitment procedures are designed to ensure that candidates are appropriately assessed, interviewed, vetted and deemed suitable before being placed into work.
The process protects children and young people, clients, candidates and Tara and is undertaken in accordance with applicable legislation, safeguarding guidance and APSCo Compliance requirements.
This policy should be read alongside Tara's Safer Recruitment Policy and other relevant compliance and safeguarding policies.
2. Scope
This policy applies to all candidates recruited for temporary, supply or permanent education-based roles through Tara, including teachers, teaching assistants, HLTAs, SEN and specialist staff, nursery and early years staff and other education professionals.
It applies to all Tara staff involved in candidate attraction, recruitment, registration, compliance and placement.
3. Recruitment Standards
Tara's recruitment process is based on:
Safe and ethical recruitment
Fair and inclusive recruitment
Assessment of suitability, experience and competence
Verification of identity and documentation
Verification of qualifications and professional registration where applicable
Appropriate employment and education history checks
Appropriate references
DBS, Barred List and Prohibition checks where applicable
Right to Work verification
Appropriate overseas checks
Online and social media checks where required
Safeguarding assessment
Accurate and secure record keeping
Clear escalation of concerns
Compliance with applicable legislation, safeguarding guidance and APSCo Compliance+ requirements
No candidate will knowingly be placed where required compliance checks are incomplete or where unresolved concerns indicate that they may be unsuitable to work with children.
4. Candidate Attraction and Initial Screening
Candidates may be sourced through Tara's website, job boards, social media, referrals, direct applications, existing candidate networks and recruitment campaigns.
Recruitment advertising must be accurate, clear and not misleading and should include relevant role requirements, qualifications and experience.
Candidates may initially be screened by telephone or other appropriate means to establish their experience, suitability, availability and the type of work sought.
Initial screening will consider, as appropriate:
Qualifications and experience
Previous employment and education
Experience working with children and young people
Relevant SEN or specialist experience
Role sought and availability
Location and travel requirements
Professional registration requirements
Any safeguarding or suitability concerns identified
Concerns identified during screening will be referred to management before the candidate progresses.
Candidate attraction and online activity will be undertaken in accordance with Tara's Safer Recruitment Policy and Social Media and Online Presence Policy.
5. Application, Registration and Interview
Candidates must complete Tara's registration process before undertaking their first assignment.
The registration process will obtain sufficient information to establish the candidate's identity, employment and education history, qualifications, experience, suitability and compliance requirements.
A CV may support the registration process but does not replace Tara's required registration/application documentation.
Each candidate will complete a documented and dated registration interview before placement, normally face-to-face or by suitable video interview.
The interview will assess:
Employment and education history
Experience, skills and qualifications
Experience working with children and young people
Safeguarding knowledge and awareness
Professional boundaries and conduct
Attitude and values when working with children
Relevant SEN or specialist experience
Suitability for the proposed role
Availability and geographical preferences
The interview will also be used to identify inconsistencies or gaps between the candidate's application, CV, employment history and information provided during registration.
Interview records will be retained as evidence of the assessment undertaken.
6. Employment History and References
Tara will obtain sufficient employment and education history to identify relevant periods of employment, education, self-employment, voluntary work, travel or other activity.
Any unexplained gaps will be identified, discussed with the candidate and appropriately recorded.
Appropriate references will be obtained in accordance with Tara's safer recruitment procedures.
References will be reviewed for relevance, consistency and any information that may affect suitability.
Where a reference raises concerns or is inconsistent with information provided by the candidate, appropriate follow-up will be undertaken and recorded before placement.
7. Identity and Documentation Verification
Before placement, Tara will verify the documentation required for the candidate and role.
This may include:
Identity documentation
Right to Work documentation
Qualification certificates
Professional registration
Proof of address
DBS documentation
Other role-specific documentation
Where original documentation is required, Tara will sight and verify the original document before placement and record the verification undertaken.
Where documentation cannot be verified at registration, it must be obtained, verified and recorded before the candidate commences their first assignment.
8. Pre-Placement Compliance Checks
Before a candidate is approved for placement, Tara will complete and record the checks applicable to the candidate and role.
These may include:
Enhanced DBS check
Children's Barred List check where applicable
Teachers' Prohibition List check where applicable
Section 128 check where applicable
Right to Work verification
Identity verification
Qualification verification
Professional registration checks
Employment and character references
Employment and education history checks
Overseas criminal record or other relevant checks
Social media and online presence checks
Safeguarding and suitability checks
Any additional checks required for the specific role or setting
Candidates will also be required to disclose relevant convictions, cautions, allegations, disciplinary matters or other information that may affect their suitability to work with children, subject to applicable legislation and Tara's relevant policies.
The appropriate level of checking will be determined according to the role and current legal and safeguarding requirements.
Detailed procedures are contained within Tara's Safer Recruitment Policy and DBS Processing Policy.
9. Safeguarding Assessment and Training
Safeguarding is an integral part of Tara's recruitment process.
Candidates will be assessed during screening and registration to establish whether they demonstrate an appropriate understanding of:
Safeguarding responsibilities
Child safety and welfare
Professional boundaries
Responding to concerns or disclosures
Reporting concerns through appropriate channels
Following the safeguarding procedures of the school or setting
Candidates must demonstrate an appropriate attitude and values towards working with children.
Candidates will complete any safeguarding, Prevent or other training required by Tara or the relevant role before or as a condition of placement, as applicable.
Any safeguarding or suitability concern will be recorded and escalated to management.
The candidate will not be placed until the concern has been appropriately considered and resolved.
10. Overseas Candidates and Overseas History
Where a candidate has lived or worked outside the UK, Tara will consider whether additional checks are required.
Where applicable, Tara may obtain overseas criminal record information, certificates of good conduct or other appropriate evidence.
Overseas history will be considered alongside the candidate's DBS, references, employment history and overall suitability.
11. Candidate Approval
A candidate will only be approved for placement once the required recruitment, safeguarding and compliance checks have been completed and recorded.
Tara's recruitment/CRM system will record the candidate's compliance status and relevant recruitment information.
The responsible recruitment/compliance staff member will ensure that required checks have been completed before approval.
Where information is incomplete, contradictory or raises a concern, the matter will be escalated to the Operations Director or an appropriately authorised manager.
Any exceptional decision to proceed must be lawful, appropriately authorised and supported by suitable safeguarding measures.
12. Candidate Matching and Presentation
Candidates will be matched to vacancies based on:
Qualifications
Experience and competence
Suitability
Safeguarding and compliance status
Availability
Location
Client and role requirements
Tara will not knowingly present a candidate who does not meet the relevant requirements of the role.
Candidate information provided to clients will be relevant and proportionate and shared in accordance with data protection requirements.
Where appropriate, clients will be provided with relevant information confirming the candidate's compliance status.
13. Placement and Ongoing Monitoring
Tara will maintain appropriate contact with candidates and clients following placement.
Concerns relating to safeguarding, conduct, performance, attendance, suitability, compliance or complaints will be addressed promptly.
Where a concern may affect a candidate's suitability to work with children, Tara may suspend the candidate from an assignment while the matter is reviewed or investigated.
Safeguarding concerns will be managed in accordance with Tara's Safeguarding and Allegations Policies.
Candidates are required to follow the safeguarding procedures and professional expectations of each school or setting in which they work.
14. Candidate Responsibilities
Candidates are required to:
Provide complete and accurate information
Provide genuine and valid documentation
Cooperate with recruitment and compliance checks
Disclose relevant information that may affect their suitability
Inform Tara of relevant changes to their circumstances
Maintain appropriate professional conduct
Follow the safeguarding procedures of the school or setting
Report safeguarding concerns appropriately
Complete required training
Failure to comply may result in removal from an assignment or the candidate no longer being considered for work.
15. Annual Review and Re-Registration
Tara will review active candidate records at least annually to ensure information remains accurate and relevant.
The review may include:
Contact details and availability
Employment and education history
Qualifications
DBS status
References
Right to Work documentation where appropriate
Other relevant compliance information
Where there has been a significant change in circumstances or a candidate has not worked through Tara for more than 12 weeks, relevant registration and compliance information will be reviewed before further placement.
Where necessary, the candidate will be required to complete additional checks or re-registration.
16. Equality and Fair Recruitment
Tara is committed to fair, inclusive and non-discriminatory recruitment.
Candidates will be assessed consistently on their suitability, qualifications, experience, competence and the requirements of the role.
Recruitment decisions will not unlawfully discriminate on the basis of protected characteristics under the Equality Act 2010.
Reasonable adjustments will be considered where appropriate.
17. Records, Audit and Quality Assurance
Tara will maintain sufficient records to demonstrate that its recruitment and compliance procedures have been followed.
Records may include:
Candidate application and registration
CV and employment/education history
Screening records
Registration interview and assessment
Identity and Right to Work checks
Original document verification records
Qualification and professional checks
References and follow-up
DBS and relevant safeguarding checks
Prohibition and Barred List checks where applicable
Overseas checks where applicable
Social media and online presence checks
Training records
Suitability and approval decisions
Placement records
Ongoing compliance and review records
Relevant communications and escalation records
Records will be maintained securely within Tara's approved systems.
Tara will undertake appropriate internal monitoring and audit of recruitment records to identify incomplete checks, procedural failures and opportunities for improvement.
Where deficiencies are identified, corrective action and additional training will be implemented where appropriate.
18. Staff Competence
Staff involved in recruitment will receive appropriate training and guidance to enable them to carry out their responsibilities effectively.
Training will cover, as appropriate:
Safer recruitment
Safeguarding
DBS requirements
Candidate suitability
Right to Work requirements
Equality and diversity
Data protection
Relevant legislation and safeguarding guidance
APSCo Compliance+ requirements
Training and procedures will be reviewed when legislation, guidance or internal processes change.
19. Escalation and Non-Compliance
Any failure to complete a required recruitment or compliance procedure will be escalated and resolved before placement wherever practicable.
Where a safeguarding or suitability concern is identified, the candidate will not be placed until the concern has been appropriately reviewed.
Significant compliance failures will be recorded and reported to the Operations Director.
Corrective action, including additional checks, management review, training or procedural changes, will be undertaken where necessary.
20. Responsibilities
Operations Director
Has overall responsibility for the implementation, monitoring and review of Tara's recruitment procedures.
Recruitment Team
Responsible for following this policy and completing the required recruitment, safeguarding and compliance procedures before candidate placement.
Line Managers
Responsible for supporting recruitment staff, monitoring compliance and escalating concerns.
All Staff
Responsible for understanding and following Tara's recruitment, safeguarding and compliance requirements.
21. Related Policies
This policy should be read alongside:
Safer Recruitment Policy
DBS Processing Policy
Safeguarding Children Policy
Safeguarding Children and Adults at Risk Policy
Social Media and Online Presence Policy
Data Protection and Privacy / Privacy and Cookie Policy
Equality and Diversity Policy
Whistleblowing Policy
Allegations Policy
Complaints Policy
Acceptable Character Reference List
Employee Wellbeing, Learning and Development Policy