‘The Importance of Safeguarding in HR: National Principles for Child Safe Organisations – Principle 5’ blog article was written by Annette Gillespie, National Safeguarding Lead, Education and Safeguarding Services at Australian Childhood Foundation.

Safeguarding within Human Resources (HR) and People and Culture systems is of critical importance, particularly when aligning with the National Principles for Child Safe Organisations.

National Principle 5 focuses on robust recruitment and screening and plays a crucial role in preventing child abuse from occurring within organisations. This principle should be viewed in conjunction with the other nine National Principles, collectively working to maintain a child-safe organisational environment.

Robust recruitment and screening processes are essential as a ‘First Line of Defence’ against individuals who may intend to harm children. Principle 5 highlights many opportunities to enhance child safety throughout the employee life cycle, from recruitment and onboarding to ongoing supervision and performance development and management.

Each step offers a critical opportunity to ensure a child-safe workplace.

Effective recruitment frameworks should be comprehensive rather than relying on a single step in the employment process. The Royal Commission into Institutional Responses to Child Sexual Abuse revealed that an exclusive focus on Working with Children Checks can be unsafe, as these checks may not uncover all risks posed by unsuitable applicants. Therefore, organisations must implement multiple measures to deter potential abusers and establish protective barriers.

Promoting an organisation’s child-safe practices through its website and social media platforms is an extremely important proactive defence measure. Clear statements about an organisation’s commitment to safeguarding children should be included in recruitment advertisements, position descriptions, and initial screening processes. These messages should be consistently reinforced during interviews and referee checks.

Position descriptions should emphasise child safety and outline the specific attributes needed from candidates.

Verifying information provided by applicants about their suitability to work with children is also extremely important, not just during screening processes but also during each onboarding step. This includes verifying identity documents, qualifications, and employment history, as well as conducting comprehensive background checks.

Recruitment interviews should assess both technical capabilities and the ability to work safely with children. Incorporating safeguarding questions into interviews reflects the organisation’s child-safe practices and policies. It is essential that interviewers feel comfortable discussing safeguarding during the interview process.

Training that includes role-playing can help HR and leadership teams confidently address these topics. In the post-interview phases, referee checks should include questions about the candidate’s suitability for working with children.

Any red flags identified through the referee checks should prompt further investigation and verification.

As mentioned, National Principle 5 outlines essential actions and indicators for robust child safety recruitment and screening processes. This comprehensive approach extends from recruiting potential candidates to the onboarding and professional development of employees.

Organisations must actively review and implement ongoing HR processes that protect children, ensuring a safe environment for all.