Recruitment and Vetting

Policy

We are committed to recruiting an appropriately qualified and experienced workforce.

A full safety check is completed for all core and non-core children's workers before they are allowed to work with, or in proximity to, patients.

Q37

The practice manager has overall responsibility for recruitment, and ensures all team members have been safety checked and are appropriately qualified for their role. Recruitment tasks may be delegated to the nurse manager, or HR advisor.

We aim to recruit new staff who support our equity values and are committed to the principles and practice of health equity. To support this, we consider equity at all steps of our recruitment process.

Where possible, we analyse gaps in our team at the start of each recruitment process. This includes gaps in the practice team composition as a representation of our community.

We store all personal information collected during the recruitment process in individual staff HR files. Unsuccessful applicants' information is kept only as long as it is required. We inform applicants if we wish to retain their CV for future positions.

Interviewing applicants

Best practice is to have a diverse selection panel that includes the practice's equity champion.

Ask all applicants question that assess their suitability for the role, and for working with children.

Ask all applicants the same standard questions to prevent inappropriate questioning and to ensure the same information is gathered. Include, where appropriate:

• children's worker screening questions

  During the interview, you could ask:

  • Have complaints ever been made about you professionally?
  • Have you ever been convicted of an offence?
  • Why did you leave your previous employment (if applicable)?
  • How would you deal with a situation where a young person disclosed abuse?
  • What do you think constitutes professional practice when working with children?
  • What other relationships do you have with children outside the working environment?

  Consider:

  • Would the person pose a risk to children, and if so, to what extent?
  • What is their attitude to child safety?
• questions to determine the applicant's equity values

  For example:

  • What concerns do you have about working with diverse communities?
  • Why is diversity important to this position?
  • How would you handle a situation where someone made a sexist, racist, or otherwise prejudiced comment?
  • Why do you think it's important to address diversity and equity issues in this position?

Record the questions and responses at the time of interview. Using a data matrix to objectively measure evidence against pre-determined criteria reduces the likelihood of unconscious bias.

Validating qualifications, experience, and fitness to practice

Check with professional organisations and licensing authorities, and confirm current membership or registration with their responsible authority.

Investigate any circumstances that could affect the applicant's ability to practice, such as:

• suspensions or terminations
• criminal charges or convictions
• physical or mental disorders (including substance abuse)

Checking referees

Ask applicant for permission to contact referees, as required by the Privacy Act 2020.

• Contact at least two previous employers. Referees must not be relatives or extended family members of the applicant.
• If the applicant will be working with children, ask how the applicant interacts with children.

See also Safety Checking for safety checking and risk assessment requirements for new and existing staff.

Requirements

Children's Act 2014

Privacy Act 2020

Human Rights Act 1993

Related polices

Safety Checking