always committed to the highest standards of safer recruitment

Safeguarding Accredited

anzuk Education are proud to have been awarded the APSCo Compliance+ certification. This is our commitment to the highest standards of safer recruitment.

Safeguarding Assurance

anzuk has an uncompromising responsibility to our schools when it comes to safeguarding, and for providing highest quality candidates. That is why our Compliance+ accreditation anzuk our Head teachers the assurance and peace of mind that they need.

Compliance+ covers two areas:

Safeguarding which covers all safeguarding and child protection activities undertaken when we are putting a candidate into a school.
Competency which goes beyond the safety of a candidate and looks to ensure that anzuk is providing the best, most appropriate and highest quality candidate.

As part of our safer recruitment practice and compliancy with APSCo standards, anzuk carry out the following procedures and checks prior to any candidate working at a school:

In-depth face to face interview

All candidates undertake a thorough interview conducted by a competent anzuk team member, covering expectations whilst working for us, competencies and safeguarding. All of the anzuk team are trained to explore behaviour management skills, safeguarding and child protection responsibilities and suitability to work with children. The suitability is determined through exploratory and situational questions. If there is any concern related to the suitability of the candidate, then this is escalated to the Compliance manager.

Verified 5-year employment history

Any gaps in the candidate’s employment are identified and explained by the candidate. This is then documented in the interview notes.

Enhanced DBS Certificate 

We do accept a candidate’s Enhanced DBS but must have sight of the original certificate. All candidates must be registered on the ‘Update Service’.  If the candidate has not registered on the update service, then a new DBS must be processed. We always ensure that the Enhanced DBS certificate for each candidate is relevant to the role they will be undertaking. Candidates will not be made active on the anzuk system until the DBS check is fully complete.

DBS Update Service status check

We obtain consent from the candidate to carry out an annual check on the update service. Checks will also be carried out if the candidate has been ‘on hold’ with anzuk for 3 months or more and wishes to become active again. Consent to carry out all checks is provided by candidates at registration point.

Overseas Candidate Police checks

Where a candidate has worked/ lived overseas during the last 5 years for a period of 6 months or more, we will obtain an overseas police check.

Proof of Identity

Our recruitment process requires the candidate to provide original identity documents such as passport, birth certificate and driving licence. Copies are taken, verified by anzuk and the candidate and kept on file.  anzuk always refer to the government identity checking guidelines, as part of its identity checking practice.

Proof of Address

The necessary original documentation is obtained during the recruitment process and we do not accept any documentation that is not dated within 3 months of registration.

Proof of Qualifications

We require all original qualifications, retain copies on file and check teaching candidates’ details against the DFE and EWC Register. Where it is not possible to gather original documents, confirmation from authorised personnel from the relevant University or teaching college attended. 

Children’s Barred List Check

A Barred List Check is carried out for every candidate, prior to them being made active. Any concerns are escalated to the compliance manager.

Child Care Disqualification declaration

All candidates are required to declare disqualification by association, as part of the registration procedure.


Prior to a candidate going into a school, we obtain a minimum of two written references to cover the last 24 months of employment (if applicable). Our reference criteria requires at least one academic reference, one of which should be from the candidate’s last teaching post or student placement and the other from a previous post (s). In the first instance we do require the reference to be signed off by the Headteacher, however where this is not possible then we would accept the signature of the Deputy Head or member of the Senior Leadership Team or a Head of Department.
All of our references must include comments on the candidate’s skills and abilities, details of any disciplinary procedures/ allegations or concerns raised, particularly relating to the safeguarding of children.

As part of our safer recruitment practice and reference policy, we cannot always accept a ‘To whom it may concern’ or ‘agreed’ reference. Such references may only be accepted if we receive verification of the reference. We require all questions related to child protection, details of any disciplinary procedures/allegations or concerns raised to be answered. We cannot continue with the registration if these questions are not answered.

Where an unsatisfactory reference is received, this is escalated to the Branch Manager to take the necessary action.
If a candidate re-registers with anzuk and has been working elsewhere, then further professional references are obtained to ensure their suitability to work for us again.

Medical fitness declaration

All candidates are required to complete a ‘fitness to work’ statement, as part of the registration process. An annual medical declaration is required for all candidates at the beginning of the academic year. Any concerns are escalated to the Compliance Manager to take the necessary action.

Child Protection and Safeguarding

All our candidates are encouraged to complete a safeguarding course prior to working with anzuk; this will be refreshed on a bi-annual basis. Other internal child protection training is offered monthly in person or via webinar. Any further child protection training undertaken can be accepted provided candidates are able to provide a certificate to confirm this. 
No candidate can work for anzuk unless they have completed the safeguarding questioning at their Face to Face Interview.


For our full safeguarding policy click here
For our full data protection policy click here
For our full allegations/ misconduct policy click here
For our full complaints policy click here



The continuous support and phone calls just to see how your day has been are what sets anzuk apart – I recommend anzuk if you want a fantastic experience and staff that care about you.

Kate - Primary Teacher in London

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