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Recruitment Policy

Purpose
To establish a fair, transparent, and effective process for recruiting qualified and compassionate Early Years Practitioners who meet the requirements to foster a safe, nurturing, and stimulating environment for children. This policy ensures compliance with relevant legal standards, promotes equality, and aims to hire staff who align with our values and mission of delivering high-quality care.

Scope
This policy applies to the recruitment and selection process for all Early Years Practitioners (EYP) positions within our nursery.

 

All candidates are subject to Safer Through Better Recruitment pre-screening checks, as set out by the Scottish Social Services Council. 

See details at: 

https://hub.careinspectorate.com/media/1608/safer-recruitment-through-better-recruitment.pdf

1. Equal Opportunity Employment

We are committed to equality, diversity, and inclusion. All recruitment processes shall comply with the Equality Act 2010and other relevant UK employment laws. No applicant will be discriminated against based on race, gender, age, disability, religion, sexual orientation, or any other protected characteristic.

2. Job Description and Person Specification

  • Job Description: A clear and detailed job description shall be created for the EYP position, outlining key responsibilities, expected duties, and standards for performance.

  • Person Specification: This will outline the essential and desirable qualifications, skills, knowledge, and personal attributes required. Essential criteria may include recognised childcare qualifications, first-aid certification, and experience in early years care.

3. Advertising the Position

  • Internally & External Advertising: The vacancy shall be advertised both internally and externally to reach a diverse pool of candidates (as we are a new nursery – positions can only be sourced externally presently)

  • Platforms for Advertising: Suitable job boards such as Indeed.com, the nursery website, social media channels, and local community platforms will be used to advertise the roles.

  • Application Deadline: A clear deadline will be provided for each position, and no late applications will be accepted unless under extenuating circumstances.

4. Application Process

  • Application Form: Candidates will be required to complete an application form designed to collect relevant information, such as qualifications, employment history, and suitability for the role.

  • Safeguarding Statement: All application materials and advertisements shall include a safeguarding statement emphasising our commitment to child safety.

  • Reference Requirements: Applicants will be required to provide at least two references, one of which should be from their most recent employer or a childcare-related role plus a character reference. 

5. Selection Process

  • Shortlisting: Applications will be reviewed based on the job description and person specification criteria. Candidates who meet essential requirements will be shortlisted.

  • Interview Process: Shortlisted candidates will be invited to a two-stage interview process:

    • Stage 1: A structured interview to assess qualifications, experience, and attitudes toward early childhood care and safeguarding.

    • Stage 2: A practical assessment where candidates may participate in an observed interaction with children (if possible) or be asked to discuss scenarios involving child care.

  • Interview Panel: The interview panel will include the Director of the Nursery plus a HR Consultant from a 3rd party agency until a later date – when the nursery is further established, the panel will become the Director and the Nursery Manager 

  • Questions on Safeguarding: Candidates will be asked specific questions to assess their understanding and commitment to safeguarding.

6. Background and Security Checks

  • PVG: All prospective EYP must undergo a PVG check before a job offer is confirmed.

  • Right to Work: Proof of right to work in the UK will be required, in line with legal regulations.

  • Reference Checks: At least two references, including one from a recent employer, must be obtained and verified before an offer is finalised.

  • Social Media & Google Search: the company reserves the right to withdraw a candidates offer of employment if anything untoward is found that may later bring the company’s or reputation into disrepute.

  • We Check the SSSC register to confirm candidates’ registration 

  • Proof of qualifications needed 

7. Offer of Employment

  • Conditional Offer: A conditional job offer will be extended to the successful candidate, subject to satisfactory completion of all background checks, reference verifications, and mandatory training requirements.

  • Induction: New EYP will be provided with a structured 1-day paid induction programme covering health and safety, safeguarding, nursery policies, procedures etc.

8. Probationary Period

All staff will undergo a probationary period of 13 weeks, during which their performance and suitability for the role will be assessed. Regular feedback will be provided, and the probationary period may be extended if necessary.

9. Safeguarding and Child Protection

The nursery is committed to safeguarding and promoting the welfare of children, and it expects all staff to share this commitment. All staff must complete safeguarding training as part of their induction and be aware of the nurseries safeguarding policy and procedures.

10. Monitoring and Evaluation

The recruitment process shall be regularly monitored and reviewed to ensure it is effective, legally compliant, and in line with the nursery’s values and goals. Any feedback from candidates, employees, or stakeholders will be used to improve future recruitment practices.

Policy Review
This policy will be reviewed annually and updated as necessary to reflect changes in legislation, daycare needs, or best practices in recruitment and early years.

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