There is no point in obtaining external references for an internal candidate - its not good practice its pretty stupid. I fail to see how it can help safer recruitment!

The only exception would be if they haven't worked for you very long and the role is significantly different to what you originally employed them for. But even then its bordering on pointless as you would only go back to same referees you asked the first time.

In reply to Keith:

Totally agree with Keith: only if the new role had entirely different vetting requirements to the present one would this be justifiable (eg if it needed a DBS check and the other didn't) - otherwise needless and pointless and bordering on crassness as a policy

Another voice for the "Huh?" camp, here. References are a reasonable step to take to assure yourself of a candidate's bona fides and employment history, but if they already work for you...?

I'd love to know the SLT member's source for "good practice" in this case, because it sounds a lot like "mindless, box-ticking, computer-says-no practice" to me.

In reply to Robey:

I actually looked deeper in to this as like you all I'm a bit gobsmacked at this practice but it does actually state in 'Keeping Children Safe in Education' that you should and I quote:


Employment history and references
Employers should always ask for written information about previous employment history and check that information is not contradictory or incomplete. References should be sought on all short-listed candidates, including internal ones, before interview, so that any issues of concern they raise can be explored further with the referee and taken up with the candidate at interview.

Still doesn't explain why you should do this so I think we will use common sense here!

In reply to Freya:

References can be internal - its reasonable to get a reference from an existing manager

In reply to Keith:

yes that is what we are going to do I think

In reply to Freya:

Hi Freya

You quote from statutory guidance about safeguarding in educational establishments.

If it's an internal applicant for a post subject to safeguarding requirements that is presently in a post that isn't, then fully agree they should be subjected to reference checks as well as DBS if applicable (as it usually is of course)

But, otherwise, what's the point / what's changed or liable to change as regards safeguarding?

In reply to David:

I totally agree with your point and I am baffled for by it but it clearly states references should be sought prior to interview even for internal candidates! All our positions within the School are subject to safeguarding requirements so the process will have already been carried out when they original joined the school!

In reply to Freya:

I think it's just poorly-worded