Safer Recruitment Policy

Last updated: September 2025
Applies to: All Bake With Rana staff, volunteers, and contractors

 1. Purpose of the Policy

Bake With Rana is committed to safeguarding and promoting the welfare of all children who attend our after-school baking clubs. The purpose of this Safer Recruitment Policy is to ensure that all staff and volunteers are suitable to work with children and that appropriate checks, procedures, and training are in place to protect every child in our care.

Our recruitment and selection process aims to:

• Deter unsuitable individuals from applying to work with children.
• Identify and reject individuals who are not suitable.
• Ensure a consistent and fair recruitment process for all candidates.

2. Scope

This policy applies to all individuals who are employed, contracted, or volunteering with Bake With Rana, including:

• Club Leaders and Assistant Leaders
• Administrative staff
• Temporary or relief staff
• Volunteers and work experience students

3. Principles of Safer Recruitment

Bake With Rana’s safer recruitment process is based on the following key principles:

1. Safeguarding first: The safety and wellbeing of children are our highest priorities.
2. Transparency: Recruitment decisions are made fairly, objectively, and based on evidence.
3. Consistency: The same rigorous process applies to all applicants.
4. Confidentiality: All candidate information is handled in line with GDPR and the Data Protection Act 2018.

4. Recruitment Process

4.1. Advertising the Role

• All job adverts clearly state Bake With Rana’s commitment to safeguarding and the need for an enhanced DBS check.
• The advert and job description outline key responsibilities, safeguarding duties, and expectations.

4.2. Application Process

• Applicants must complete an application form or submit a detailed CV with a covering statement outlining their suitability for the role.
• Gaps in employment history must be explained.

4.3. Shortlisting

• Candidates are shortlisted based on experience, qualifications, and alignment with Bake With Rana’s values.
• Any discrepancies or unexplained gaps are flagged for discussion at interview.

4.4. Interviews

• Interviews are conducted by at least one trained member of staff.
• Interviews include both role-specific and safeguarding-related questions, such as managing behaviour, responding to disclosures, and promoting inclusion.
• Candidates’ understanding of safeguarding principles is assessed.

4.5. References

• Two references are obtained prior to appointment, including one from the most recent employer (or from a school/college if the applicant is newly qualified).
• References are verified to ensure authenticity.
• References must include questions about the candidate’s suitability to work with children.

4.6. Pre-Employment Checks

Before starting work, all successful candidates must provide:

• Proof of identity and right to work in the UK.
• Proof of qualifications (where applicable).
• An enhanced DBS check with children’s barred list information.
• Confirmation that they are medically fit for the role.

Employment is conditional on satisfactory completion of all checks.

5. Induction and Training

All new staff receive a full induction, which includes:

• Introduction to Bake With Rana’s Safeguarding and Child Protection Policy.
• Code of Conduct and behaviour expectations.
• Health and Safety and Food Hygiene procedures.
• Reporting procedures for safeguarding concerns.

All staff must complete Basic Safeguarding Training (Level 1 or equivalent) and Food Hygiene Training before working independently with children.

In addition:

• All Club Leaders are required to hold valid First Aid training, ensuring they can respond appropriately to any incidents during sessions.
• Refresher or update training is provided regularly to maintain standards.

6. Ongoing Suitability and Supervision

• Staff are required to update their DBS checks every 3 years or sooner if concerns arise.
• Leaders are observed periodically to ensure safeguarding practices are maintained.
• Any concerns about a staff member’s conduct should be emailed to info@ranasdelights.co.uk

7. Record Keeping

All recruitment records, including interview notes, references, and DBS information, are stored securely and confidentially for a minimum of 12 months following appointment decisions, in line with data protection legislation.

8. Review of Policy

This policy will be reviewed annually or sooner if there are changes in legislation or best practice guidance.

 

Rana Sadrehashemi
Founder & Owner
Rana’s Delights

info@ranasdelights.co.uk