In today's digital era, technology plays an increasingly critical role in nearly every industry but the realm of safer recruitment appears to be exception. When it comes to recruiting individuals to work with children - whether in schools, childcare settings, or youth organisations – digital solutions to streamline processes, enhance safety, and ensure that only qualified, vetted individuals make the cut exist but are seldom fully utilised.
At an average of 18.6 weeks, the UK has the slowest recruitment cycle in Europe according to the Better Hiring Institute. However, according to McKinsey, 97% of businesses are investing in recruitment technology so is the digital revolution in full swing and what about, for example, the many smaller or not for profit youth/sports clubs?
Tech could not only improve efficiency but also strengthen trust among parents and communities, knowing that those responsible for the well-being of children are held to the highest standards.
Below, we explore different tech and how it can revolutionise safeguarding recruitment and those working with children. There are some extreme options, which may feel too futuristic, expensive or invasive, for example, the use of AI. AI is still in its infancy, it’s at the model T-Ford stage of its evolution, therefore, there’s fear, mistrust, inaccuracy, extreme costs etc all to navigate. In case you’re wondering if AI wrote this article, it didn’t.
1. Streamlined Recruitment Processes
The first challenge of hiring roles requiring safeguarding checks is managing the large volume of applications while ensuring that each candidate is properly vetted. Digital recruitment platforms, often integrated with applicant tracking systems (ATS), simplify and automate the recruitment process and able a much wider candidate pool. These systems allow for:
Centralised Application Management: Recruiters can post job openings across multiple job boards, track applicants, and manage interviews all in one place.
AI-Powered Screening: Algorithms can sift through applications, filtering out candidates based on predefined criteria such as qualifications and experience, ensuring only the most relevant candidates are shortlisted.
By streamlining the recruitment process, organisations can focus their time and energy on evaluating the best individuals, rather than getting bogged down in admin.
2. Digital Interviews and Skills Assessment
Advancements in video conferencing and online assessment platforms have also transformed the way interviews and skill assessments can be conducted in the recruitment process. For example:
The latter two may seem extreme, are we at the point of trusting this over our own opinion? It’s well documented that the more ‘tests’ you the greater the chance of recruiting the right person, hence assessment centres etc. How long will it be before we trust AI for a crucial role of working with children though? For us, it is certainly a ‘when’, not and ‘if’.
3. Enhanced Background Checks and Vetting
When hiring individuals to work with children, background checks are non-negotiable, our, Safeguard-Me’s, particular area of focus. This is currently a time-consuming process involving multiple agencies and databases. Technology now offers comprehensive background checking tools that are faster and more reliable.
4. Digital Reference Checks
Reference checks are underutilised opportunity to evaluate a candidate when hiring for positions involving children. Unfortunately, these days many organisations only provide confirmation that the individual worked there and for the dates they’ve stated and don’t provide details of the ‘calibre’ of the individual. Therefore, there as a massive opportunity to utilise this as a safeguard check.
Reaching out to referees and waiting for responses can be a tedious process. Digital reference checking streamlines this by automating requests and allowing referees to submit feedback through a secure online profile directly linked to the individual. This not only speeds up the process but, verses a phone call particularly, it also ensures that reference data is accurately captured, securely stored and easily accessible.
Detailed reports can then be produced allowing recruiters to quickly assess candidate suitability based on past employers, colleagues, or mentors. Like the DBS, these digital references can ‘travel’ with the candidate from organisation to organisation. Providing a case history of their employment references.
5. Compliance and Record Keeping
Hiring people to work with children comes with significant regulatory requirements, especially concerning safeguarding and compliance. Digitalising the journey simplifies the process of ensuring that organisations adhere to legal requirements, including:
6. Improved Security and Data Protection
Finally, digital technology ensures that sensitive data - such as personal information - is stored securely. With GDPR and other data protection regulations becoming stricter, it is crucial that organisations have robust systems in place to protect this information.
The future of child-safe employment and volunteering is digital
The integration of technology ensures that recruiting individuals working with children not only becomes more efficient but also more secure and transparent. All the tools discussed exist today and form an extremely comprehensive solution - from streamlining application management to performing enhanced vetting checks - all the while maintaining the highest standards of safeguarding.
At Safeguard-Me, we believe that utilising technology to build trust in recruitment is paramount. Our mission is to empower organisations to ensure that they hire only the best, most trustworthy candidates. Whilst we’ve yet to develop our Behavioural Assessment AI (not on our roadmap just yet) our platform does much of the above, turning the hiring process into a superpower that delivers peace of mind for all involved, most importantly, the children under their care.
As tech continues to evolve, the future of safeguarding will undoubtedly continue to improve, making the recruitment process more seamless and more secure, helping protect the most vulnerable members of our society.
Why not try our quiz to test your knowledge on tech and safeguarding?
At an average of 18.6 weeks, the UK has the slowest recruitment cycle in Europe according to the Better Hiring Institute. However, according to McKinsey, 97% of businesses are investing in recruitment technology so is the digital revolution in full swing and what about, for example, the many smaller or not for profit youth/sports clubs?
Tech could not only improve efficiency but also strengthen trust among parents and communities, knowing that those responsible for the well-being of children are held to the highest standards.
Below, we explore different tech and how it can revolutionise safeguarding recruitment and those working with children. There are some extreme options, which may feel too futuristic, expensive or invasive, for example, the use of AI. AI is still in its infancy, it’s at the model T-Ford stage of its evolution, therefore, there’s fear, mistrust, inaccuracy, extreme costs etc all to navigate. In case you’re wondering if AI wrote this article, it didn’t.
1. Streamlined Recruitment Processes
The first challenge of hiring roles requiring safeguarding checks is managing the large volume of applications while ensuring that each candidate is properly vetted. Digital recruitment platforms, often integrated with applicant tracking systems (ATS), simplify and automate the recruitment process and able a much wider candidate pool. These systems allow for:
Centralised Application Management: Recruiters can post job openings across multiple job boards, track applicants, and manage interviews all in one place.
AI-Powered Screening: Algorithms can sift through applications, filtering out candidates based on predefined criteria such as qualifications and experience, ensuring only the most relevant candidates are shortlisted.
By streamlining the recruitment process, organisations can focus their time and energy on evaluating the best individuals, rather than getting bogged down in admin.
2. Digital Interviews and Skills Assessment
Advancements in video conferencing and online assessment platforms have also transformed the way interviews and skill assessments can be conducted in the recruitment process. For example:
- ·Video Interviews: We’re more comfortable then ever using virtual interviews, which allow you to connect with candidates from a wider geographical area, helping to find the best talent without limiting yourself to a local pool.
- ·Real-time Behavioural Assessments: However, advanced AI tools can also assess behavioural traits during video interviews, analysing speech patterns, body language, and emotional intelligence to identify candidates that align with your values.
- ·Gamified Assessments: Platforms also now offer interactive, gamified assessments that test candidates on soft skills such as communication, empathy, and decision-making - all crucial traits for working with children.
The latter two may seem extreme, are we at the point of trusting this over our own opinion? It’s well documented that the more ‘tests’ you the greater the chance of recruiting the right person, hence assessment centres etc. How long will it be before we trust AI for a crucial role of working with children though? For us, it is certainly a ‘when’, not and ‘if’.
3. Enhanced Background Checks and Vetting
When hiring individuals to work with children, background checks are non-negotiable, our, Safeguard-Me’s, particular area of focus. This is currently a time-consuming process involving multiple agencies and databases. Technology now offers comprehensive background checking tools that are faster and more reliable.
- ·Automated Criminal Background Checks: DBS launched their Update Service in 2013 but it is surprisingly not widely used. It saves time and money because individual can take their DBS certificate from role to role. Crucially, employers can carry out instant online status checks, which enhances safeguarding beyond the traditional one time, paper DBS check.
- ·Identity and Verification (ID&V): Digital biometric technology allows for rapid, secure identity verification, ensuring that individuals are who they claim to be, without the need for human intervention. For example, matching passport details with 3D face mapping or matching address details against a credit reference agency.
- ·Integrated Safeguarding Systems: Integration with national or local databases, tracking individuals flagged for safeguarding concerns, provides real-time alerts when an individual has a history of misconduct or questionable behaviour. For example, Case Management systems need allow for integration across sectors, governing bodies, companies and across platforms like the DBS Update Service and vetting platforms like ours. This is a tech challenge but there’s a little matter of GDPR to navigate as well.
4. Digital Reference Checks
Reference checks are underutilised opportunity to evaluate a candidate when hiring for positions involving children. Unfortunately, these days many organisations only provide confirmation that the individual worked there and for the dates they’ve stated and don’t provide details of the ‘calibre’ of the individual. Therefore, there as a massive opportunity to utilise this as a safeguard check.
Reaching out to referees and waiting for responses can be a tedious process. Digital reference checking streamlines this by automating requests and allowing referees to submit feedback through a secure online profile directly linked to the individual. This not only speeds up the process but, verses a phone call particularly, it also ensures that reference data is accurately captured, securely stored and easily accessible.
Detailed reports can then be produced allowing recruiters to quickly assess candidate suitability based on past employers, colleagues, or mentors. Like the DBS, these digital references can ‘travel’ with the candidate from organisation to organisation. Providing a case history of their employment references.
5. Compliance and Record Keeping
Hiring people to work with children comes with significant regulatory requirements, especially concerning safeguarding and compliance. Digitalising the journey simplifies the process of ensuring that organisations adhere to legal requirements, including:
- ·Document Management: Digital document management enables secure storage and retrieval of important records linked to each team member, such as certifications, training, and vetting documents. This makes compliance audits more efficient and reduces the risk of human error.
- ·Automated Reminders for Renewals: Systems can provide automated reminders for qualifications, right to work or background checks that are about to expire, helping organisations stay on top of regulatory requirements.
- ·Auditable Trail: Undertaking vetting checks digitally create a traceable, auditable trail, ensuring that every step of the process is transparent and meets compliance standards. Specifically for safeguarding, what was checked, by who and when, with the documents stored for that persons profile.
6. Improved Security and Data Protection
Finally, digital technology ensures that sensitive data - such as personal information - is stored securely. With GDPR and other data protection regulations becoming stricter, it is crucial that organisations have robust systems in place to protect this information.
- ·Encryption and Secure Data Storage: Cloud-based platforms often use encryption and other security measures to safeguard an individual’s data, ensuring it is only accessible to authorised personnel.
- ·Privacy by Design: Many software solutions are designed with privacy at their core, ensuring that only relevant information is collected and processed. For example, Safeguard-Me only shares the legally allowed data with the organisation, client or parent. Putting that into context the DBS certificate isn’t allowed to be shared but some people still do as there isn’t a viable alternative. With Safeguard-Me, we share it has been reviewed, who by and when. Giving the client confidence there are no concerns and the details they need for their own records.
The future of child-safe employment and volunteering is digital
The integration of technology ensures that recruiting individuals working with children not only becomes more efficient but also more secure and transparent. All the tools discussed exist today and form an extremely comprehensive solution - from streamlining application management to performing enhanced vetting checks - all the while maintaining the highest standards of safeguarding.
At Safeguard-Me, we believe that utilising technology to build trust in recruitment is paramount. Our mission is to empower organisations to ensure that they hire only the best, most trustworthy candidates. Whilst we’ve yet to develop our Behavioural Assessment AI (not on our roadmap just yet) our platform does much of the above, turning the hiring process into a superpower that delivers peace of mind for all involved, most importantly, the children under their care.
As tech continues to evolve, the future of safeguarding will undoubtedly continue to improve, making the recruitment process more seamless and more secure, helping protect the most vulnerable members of our society.
Why not try our quiz to test your knowledge on tech and safeguarding?