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“Effectively, as the head, I never employed staff on my own. Staff went through an elaborate recruitment process. In my early days, applicants submitted a letter of application and a detailed CV. Any gaps in the CV were always explored by asking prospective members of staff to explain any potential gaps in their CV. Of course, this meant that as “screeners” we had spotted any potential gaps.”

“In time, we also developed a declaration form which had to be signed by prospective employees indicating whether they had been the subject of any disciplinary offences or safeguarding and child protection issues. I cannot remember the date when the declaration form was devised. We did this as part of good working practice as instructed by regulators. I remember in particular the Care Inspectorate endorsing this form in an inspection.”—Andrew Hunter, SCAI Witness Statement (17 November 2020)

“My long-standing PA of 14/15 years who was integral to me at the school… In terms of HR, for many years, my PA alongside myself always undertook these processes. Until the HR function was appointed, my bursar at the time also helped.”—Andrew Hunter, SCAI Witness Statement (17 November 2020)

“In time, I seem to remember 2013 onwards, I specifically asked the referee a question which I was told was potentially not correct in terms of employment law but the question was “Could you tell me ifthere is any reason, please, as to why this prospective member staff would wish to work in a boys’ school and seek refuge in a boys’ school?”. I cannot remember who told me that question was not correct but it may have been the school’s legal advisers. I took advice from regulators such as Education Scotland and the Care Inspectorate and was told that, in the light of the challenges we had faced at Merchiston, I was quite entitled to ask this question.”—Andrew Hunter, SCAI Witness Statement (17 November 2020)

“I and others always endeavoured to speak to the referees as well before the interview. I believe this happened the majority of the time from 1998 onwards and often we also phoned somebody whom we might know from the candidate’s past employment record who was not named as a referee. We felt this gave the referee the chance to say something that he or she might not wish to put in writing. In time, once we had established an HR function, verification phone calls happened to referees on the written reference after the actual interviews.”—Andrew Hunter, SCAI Witness Statement (17 November 2020)