Safeguarding and compliance

Early Bird Recruitment puts children's safety first. Our checks are informed by safer recruitment practice and the requirements of early years settings. Candidates are not cleared until the checks required for their role are complete.

Our vetting checklist

Enhanced DBS

We verify the appropriate enhanced DBS status for the role and check Update Service registration where it is used. Any information disclosed is assessed through a documented suitability process.

Identity and right to work

Original photographic ID, proof of address and right-to-work documents are verified face to face and recorded on file.

References

We seek recent, relevant professional references and include the most recent role working with children where applicable.

Employment history

A full, continuous history with any gaps explained and explored at interview.

Qualifications

Relevant early years, teaching, SEN and paediatric first aid qualifications are checked, with awarding details verified where appropriate.

Overseas checks

Where a candidate has lived or worked abroad, we obtain a police check or certificate of good conduct for those countries.

Prohibition and sanction checks

Prohibition, disqualification and professional-register checks are completed where they are relevant to the role and setting.

Training

Safeguarding knowledge is tested at interview. Role-relevant training, including paediatric first aid and SEN practice, is recorded and checked.

Raising a concern

Any safeguarding concern raised about a member of staff we supply is treated as a priority. Concerns are escalated immediately to our designated safeguarding lead, the placement is suspended while it is reviewed, and we cooperate fully with the setting's designated safeguarding lead, the local authority designated officer and any statutory referral.

Nurseries and candidates can raise a concern directly through our contact form, marked "safeguarding", and it will be routed to the designated safeguarding lead.