Our Teacher Recruitment Process

As an experienced professional teacher recruitment agency we understand how crucial it is to get the right person for the job. To ensure that our candidates are the perfect fit for your job we carry out the following checks on all of our potential teaching candidates:

• We carry out face to face interviews – Our initial interviews are conducted at our Head Office in central London. We use this session to gain an understanding of the candidates approach to behaviour management, their knowledge of the UK national curriculum and which school work they are more suited to.
  
  
• We require verification of the candidate’s right to work in the United Kingdom and Proof of Identity. One of our specialist recruitment consultants sight and take a copy of passports and visas (if applicable). We follow the Prevention of Illegal Working protocol as set out by the UK Border and Immigration Agency.
  
  
• We verify all qualifications (if applicable) - We view and take copies of all qualification documents. We also check them to ensure that overseas qualifications meet the equivalent standards in the UK.
  
  
• Proof of Address and National Insurance Number – The original documents are checked and copies taken for our records.
  
  
• We require a minimum of 2 verified references – Teaching candidates are required to submit the two most recent relevant reference letters or contact details. All referees are contacted to ensure authenticity. 
  
  
• Overseas Police Check (if applicable) – If it is not possible to retrieve a police check then SANZA requires a Federal Check or a Letter of Good Conduct. Potential candidates must also provide at least their criminal history for the past 5 years.
  
  
• Disclosure Barring - Enhanced Disclosure is applied for, for every SANZA including candidates from overseas. The only exception to this is that they already are already registered with DBS Online. It is preferential for new candidates to sign up to the DBS Online Update Service as once they have signed up we can keep the DBS up to date by carrying out an annual check. 
  
  
• Disqualification by Association – A Safer Recruitment document must be completed by candidates that work with children 8 years old or younger. This document details all applicable information to include household member’s details.
  
  
• List 99 assessment – We know how important it is to keep children safe, to ensure that a candidate has not been listed as a child offender we perform a List 99 clearance check.
  
  
• Health clearance and Fitness to work check-up- Our teaching candidates are required to complete a Fitness to Work document to ensure that they are capable.
  
  
• Our specialist teacher recruitment consultants personally view original documentation including qualifications if necessary. In the event that any documentation is missing full disclosure will be given to school in question.
  

If you have any questions or would like any more information please contact us, and a member of our team will assist you with any enquiry.