What Schools and Colleges Need to Know
Effective safeguarding always starts with safer recruitment! In the 2025 Ofsted inspection framework, safer recruitment is no longer just a compliance task – it is a key part of a school or college’s safeguarding culture. Ultimately, being proactive means asking: “Does this person not only meet the requirements — but also help us build a culture where pupils feel safe, respected, and protected?” This is the mindset that Ofsted expects to see in practice. Schools and colleges are expected to show that the safer recruitment process prioritises pupil safety, with clear oversight, accurate records, and well-trained staff. This blog explores what’s changed, what inspectors will look for, and how schools and colleges can demonstrate a proactive approach to safeguarding that goes beyond compliance.
The updated Ofsted Education inspection framework: for use from November 2025 brings renewed focus to safeguarding, with safer recruitment now firmly embedded as a key area of scrutiny. For schools and colleges, this means ensuring that recruitment practices are not only compliant with statutory guidance but also actively contribute to a culture of safety and accountability.
At the heart of this shift is the expectation that safer recruitment is more than a checklist — safer recruitment is a key safeguarding function. Inspectors will look closely at how leaders oversee recruitment, how records are maintained, and whether staff involved in hiring are trained to identify and mitigate risks. The Single Central Record (SCR) remains a critical document, and Ofsted will expect it to be accurate, complete, live and regularly reviewed. This includes clear documentation of identity checks, DBS status, qualifications, and overseas vetting where applicable. The 2025 framework also aligns with Keeping children safe in education – GOV.UK, which now recommends birth certificates as best practice for verifying identity and sets tighter expectations around the retention of DBS certificates.
Agency and supply staff are another area under the spotlight. Schools must now obtain written confirmation from agencies that all required checks have been completed before staff begin work. This confirmation should be recorded and easily accessible, with clear procedures in place to ensure agency staff are briefed on safeguarding policies and reporting protocols.
Leadership plays a vital role in embedding safer recruitment. Ofsted will assess how senior leaders monitor recruitment processes and whether they treat them as part of the school’s safeguarding strategy. This includes ensuring that staff involved in hiring have up-to-date safer recruitment training and that safeguarding is woven into induction and workforce planning. Schools and colleges must show that when they hire staff, they are thinking first and foremost about keeping children safe — not just about filling a vacancy quickly or saving money. This means checking that every adult who works with pupils has been properly vetted, understands safeguarding responsibilities, and is suitable to work with children. It is not enough to say someone is available or qualified – leaders need to be confident that the person will help create a safe, respectful environment for pupils. Recruitment should be careful, thorough, and guided by safeguarding values at every step.
Top Tips for Best Safeguarding Practice
- Audit Your SCR Quarterly
Use a checklist based on current guidance to review entries for all staff, governors and other volunteers, and contractors. Address any gaps immediately and document your actions. - Train All Hiring Managers
Ensure at least one panel member has completed safer recruitment training. Refresh this training every three years or sooner if guidance changes. Book your place on our accredited Safer Recruitment course. - Risk Assess Overseas Candidates
Where full overseas checks are not possible, document the risks and mitigation strategies. Include safeguarding scenarios in interviews to assess awareness. - Strengthen Induction for New Starters
Make safeguarding central to induction. Include whistleblowing procedures, reporting lines, and RSHE context for staff working with sensitive topics. - Keep Recruitment Policies Updated
Review policies at least annually to reflect changes in KCSiE and Ofsted expectations. Include protocols for agency staff, volunteers, and remote workers. - Link Recruitment to Safeguarding Culture
Treat recruitment as a gateway to reinforcing your school’s values. Involve DSLs in planning for roles with direct pupil contact and ensure safeguarding is part of every job description. - Safer recruitment is not just about protecting pupils from harm – use a robust safer recruitment process to build a workforce that reflects your commitment to safety, respect, and trust.
Soola Georgiou
01 November 2025