Some abusers seek employment in situations where they will come into contact with children so they can groom them for abuse. You need to follow safe recruitment processes to ensure that children attending your dental practice cannot be targeted this way.
- Include your child protection policy in information sent to potential job applicants; this alone has been shown to discourage potential abusers from applying
- Check application forms carefully. Are there any gaps in employment? Ask about these at interview. Is there any indication that the applicant may have been dismissed from previous employment? Ask about frequent job changes and the reasons for them
- Request proof of identity and ask about any change of name. Check documentation carefully e.g. birth certificate, marriage certificate
- Ask for references from former employers, and take these up prior to confirming an offer of employment
- Carry out a Criminal Records Bureau (CRB) check. At present NHS employers are advised to undertake CRB checks for new staff as a matter of good practice. Checks are expected to become mandatory. When recruitment of a member of staff is needed urgently it may be possible for them to start work for a probationary period, conditional on a satisfactory check. For further information and updated advice, consult the NHS Employers’ and CRB websites.
Other sources of information:
Your LSCB/ACPC may have recruitment standards for agencies working with children.
Dental professional organisations provide further information to members on recruitment.
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