KCSIE 2026 is now in force.

 

Are your online checks fit for it?

KCSIE 2026 says schools and colleges should consider carrying out an online search as part of their due diligence on shortlisted candidates. The purpose is to identify publicly available incidents or issues that may need to be explored at interview.

Social Media Check gives schools and MATs a fully automated, super-fast way to make that process more consistent, without relying on manual searching or a “Google-and-hope” approach.

Run a free self-check

The guidance itself is straightforward. As part of the shortlisting process, schools and colleges should consider carrying out an online search on shortlisted candidates.

But that leaves some very practical questions:

– Who actually does the search?
– What exactly are they looking for?
– How do you keep the process consistent?
– What do you record?
– What happens if something concerning appears?
– How do you stop irrelevant personal information influencing the recruitment decision?
– How can you prove you haven’t been biased in your search?

Those questions matter because online searches can reveal far more about somebody than whether they are suitable to work with children.

September and October are natural points to review safer recruitment practice.

Policies have been refreshed. DSL responsibilities are being reviewed. Governors are checking safeguarding arrangements. Recruitment for the new academic year is already underway.

So this is a useful question to ask:

“If somebody asked you how your school carries out an online check, could you explain the process from beginning to end?”

Could you confidently say:

– when the search happens?
– who carries it out?
– how shortlisted candidates are informed?
– what information is relevant?
– how findings are recorded?
– who sees those findings?
– what happens if something needs discussing?

If the answer depends on who happens to be running recruitment that day, your policy may be clearer than your process.

KCSIE and ICO (Information Commissioner’s Office) guidance point towards some useful principles that, if incorporated into your school’s safer recruitment process, will add evidence to your school’s culture of safeguarding.

Do it at the right point

KCSIE places the online-search consideration within the shortlisting process, so relevant issues can be explored with the applicant at interview.

Tell the candidate

Candidates should know that online searching forms part of your due-diligence process.

The ICO says organisations should explain what information they need, why vetting is taking place, who will have access, the process used and how long information will be retained.

Keep searching separate from the hiring decision

Online profiles can reveal protected characteristics and other personal information that has nothing to do with someone’s suitability for the role.

The ICO advises that staff researching social-media profiles should not also make the recruitment decision.

Give the candidate a chance to respond

Something found online is not a hiring decision.

Where information raises a legitimate concern, the candidate should have an opportunity to explain its accuracy or context.

Lumen Learning Trust tried the manual online search route first.

Its central HR team created its own template to make online searches more consistent. But carrying out checks across candidates was very labour-intensive, identifying the right social accounts was not always straightforward, and maintaining a consistent process across recruitment became difficult.

The Trust moved to Social Media Check to replace that manual step with a structured, technology-led approach.

Since then, Lumen has:

– Completed 300+ Social Media Checks
– Used the same process across teaching and support-staff recruitment
– Built candidate notification into its recruitment process
– Given HR a consistent way to review findings before they reach the interview panel

And a flagged result does not automatically stop somebody progressing.

Findings are reviewed in context by their HR and, where appropriate, can form the basis of a further conversation as part of the recruitment process.

Lumen Learning Trust tried the manual online search route first.

Social Media Check replaces the informal “Google-and-hope” approach with a structured, automated, fast online check.

Our secure software carries out the search and produces a clear report for review within the hour.

That means the person making the recruitment decision does not need to spend their time manually scrolling through social-media feeds for half a dozen candidates.

SMC is designed to help schools apply the same online-checking process consistently.

Every check follows the same structured approach.

Every completed check produces a comprehensive report for your SCR.

And results can be returned rapidly enough to fit around the recruitment process rather than delaying it.

Social Media Check replaces that informal step with a consistent, documented, automated online check.

And all turned around in less than an hour, not 3-5 working days.