- Make the job description and person specification specific to the type of coach you want to recruit.
- Use an application form as you may not collect all the information you need with a CV.
- The type of coach you want should influence where and how you advertise.
- It is essential to see a coach in action as part of the interview.
- When interviewing, have at least one panel member skilled in coach observation. Your local CSP may be able to help with this.
- Give the practical session at interview a higher weighting in scoring than the question-and-answer session.
- Some pre-employment checks are a requirement by law – make sure you know the facts.
- If you employ a coach for more than one month, you have a legal obligation to provide them with a written statement of their employment details through a contract of employment within two months of them starting the post.
- Build into your contract other elements you might need, such as attendance at training and data collection.
- Ensure you check the coach’s qualifications and take a copy of relevant certificates.
- It is best practice to build in a probation period for your coach
Safe Recruitment
Working in a regulated environment with a responsibility for safeguarding children, you will be familiar with the need to conduct safeguarding checks on your staff members. These criteria should be extended to sports coaches you deploy; you should ensure that your coaches meet the core minimum standards for active coaches, which provide information and guidance on safeguarding children and vulnerable groups. This guidance includes the recommended level of Disclosure and Barring Service (DBS) check for both lead and assistant coaches.