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​​Staff recruitment

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, including a recent photograph, 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 an enhanced criminal records check. Arising from the Health and Social Care Act 2008, this is a requirement for healthcare professionals. For further information and up-to-date advice, consult the Disclosure and Barring Service (DBS) website. The DBS was launched in December 2012, replacing the services offered by the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA)

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Other sources of information:

Your LSCB may have recruitment standards for local agencies working with children.

Dental professional organisations may provide advice to members on recruitment. See Further information.