Recruitment

Safer

Arrange a meeting

Expert sector knowledge, recruitment experience and personal attention. 

Setting Standards

Our supply staff are fully vetted following an auditted, Safer Recruitment compliant safeguarding and interview process. Once our agency workers are cleared for work our staff continue to monitor their right to work in schools, giving your team peace of mind.

When you book with Grade A Recruitment you can be confident that you are working with an agency that does things the right way.

Book with us
Our Vetting Process

Grade A Recruitment has strict compliance, vetting and safeguarding procedures which we apply to all our teachers and support staff before we send them to schools.

We send you confirmation of teacher checks and Photo ID for each individual teacher or support staff before we send them to your school.

Steps included:
  • A face to face interview
  • Enhanced DBS certificate
  • Barred List (checked every 6 months)
  • Identification check
  • Proof of address
  • Right to work in the UK
  • National Insurance number
  • Qualifications verification – sight of originals or verification with the issuing institution
  • CV check – CVs must be complete and any gaps must be accounted for.
  • NCTL (National College for Teaching and Leadership) check
  • Medical History – completed for all teachers and support staff
  • References – a minimum of two References, one covering last teaching position
  • We issue all our teaching staff with section one of safeguarding guidance from Keeping Children Safe In Education
Diversity, Equity and Inclusion

Grade A embraces diversity, equity and inclusion and aim to promote the benefits in all aspects of our business activities. Our culture reflects that belief.

We recruit to ensure that we have a diverse employee and applicant base and strive to ensure that our clients can meet their own goals. 

For a detailed copy of Grade A Recruitment Equal Opportunities and Diversity Policy please contact our team.

Recruitment of ex-offenders Policy
  • Employers will no longer be able to take an individual’s old and minor cautions and convictions into account when making decisions.

  • All cautions and convictions for specified serious violent and sexual offences, and other specified offences of relevance for posts concerned with safeguarding children and vulnerable adults, will remain subject to disclosure. In addition, all convictions resulting in a custodial sentence, whether suspended, will remain subject to disclosure, as will all convictions where an individual has more than one conviction recorded.

  • As an organisation assessing applicants’ suitability for positions which are included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order using criminal record checks processed through the Disclosure and Barring Service (DBS), Grade A Recruitment complies fully with the code of practice and undertakes to treat all applicants for positions fairly

  • Grade A Recruitment undertakes not to discriminate unfairly against any subject of a criminal record check based on a conviction or other information revealed.

  • Grade A Recruitment can only ask an individual to provide details of convictions and cautions that Grade A are legally entitled to know about. Where a DBS certificate at either standard or enhanced level can legally be requested (where the position is one that is included in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 as amended, and where appropriate Police Act Regulations as amended)

  • Grade A Recruitment can only ask an individual about convictions and cautions that are not protected.

  • Grade A Recruitment is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

  • Grade A Recruitment has a written policy on the recruitment of ex-offenders, which is made available to all DBS applicants at the start of the recruitment process.

  • Grade A Recruitment actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.

  • Grade A Recruitment select all candidates for interview based on their skills, qualifications and experience

  • an application for a criminal record check is only submitted to DBS after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a criminal record check is identified as necessary, all application forms, job adverts, and recruitment briefs will contain a statement that an application for a DBS certificate will be submitted in the event of the individual being offered the position

  • Grade A Recruitment ensures that all those in Grade A who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences

  • Grade A Recruitment also ensures that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974

  • at interview, or in a separate discussion, Grade A Recruitment ensures that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment

  • Grade A Recruitment makes every subject of a criminal record check submitted to DBS

  • Grade A Recruitment undertakes to discuss any matter revealed on a DBS certificate with the individual seeking the position before withdrawing a conditional offer of employment.