hello@ediway.co.uk

hello@ediway.co.uk

RECRUITMENT & HR

Recruit the Right People.Keep Their Workforce Journey Connected.

School recruitment should not end with somebody manually rebuilding the successful applicant inside a separate HR system.

EdiWay connects recruitment and workforce management around one continuing staff journey.

Publish opportunities. Receive applications. Coordinate assessment and interview stages. Record the hiring outcome. Convert the successful applicant into the staff record. Complete onboarding and relevant checks. Then continue into absence, cover, training, CPD, performance and wider workforce management.

The information moves forward with the person while access changes according to the role, responsibility and purpose.

  • Recruitment
  • Onboarding
  • Staff Records
  • Absence
  • Development
  • Workforce
Explore Careers & Recruitment
Get Started Today

ONE WORKFORCE JOURNEY

Stop Recreating People
Every Time the Process Changes.

  • Recruitment and HR are often treated as two unrelated systems.
  • The applicant exists in one place.
  • Interview notes sit somewhere else.
  • The successful candidate is entered into HR again.
  • Documents are copied.
  • Checks are tracked separately.
  • Managers maintain their own spreadsheets.

EdiWay’s workforce model is designed differently.

A successful applicant can progress into the school’s canonical staff identity through a controlled conversion process rather than being manually recreated as a completely new person.

That creates a clearer journey:

Vacancy → Applicant → Assessment → Interview → Offer → Hire → Onboarding → Staff Record → Workforce

The stage changes.
The person remains connected.

CAREERS AND RECRUITMENT

Manage the JourneyBefore Someone Becomes Staff.

EdiWay can support the recruitment process from vacancy through to hiring. Depending on the enabled workflow, schools can manage areas including:

Vacancies

Create and manage authorised school opportunities.

Applications

Receive applicant information through a structured recruitment journey.

Applicant Profiles

Keep relevant application information connected to the candidate.

Assessment

Coordinate appropriate recruitment tasks and assessments.

Written Tasks

Record or review relevant candidate submissions.

Video or Interview Activity

Support configured recruitment and interview processes.

Interview Scheduling

Coordinate who needs to meet the candidate and when.

Offers

Record and manage the offer stage.

Applicant Response

Keep the response connected to the recruitment journey.

Hiring Outcome

Record the authorised decision and move the successful applicant towards staff onboarding.

Explore Careers & Recruitment

BETTER APPLICANT CONTINUITY

Hire the Person.Don't Re-Key the Person.

Once a candidate is appointed, relevant recruitment information can move into the next workforce stage through an authorised staff-linking process.

That can reduce repeated entry of information such as:

  • Identity details
  • Contact information
  • Role context
  • Relevant qualifications
  • Recruitment documents
  • Hiring evidence
  • Start information

The aim is not to copy the entire applicant record indiscriminately into HR. It is to move the appropriate information forward while retaining its source and purpose. Recruitment history remains recruitment history. The staff record becomes the authoritative workforce context after appointment.

SAFER RECRUITMENT

Structure the Evidence.Keep the Decision Human.

Recruitment in education carries responsibilities that go beyond selecting the strongest interview performance.

Schools may need to complete appropriate pre-employment and safeguarding checks before or during appointment.

EdiWay can help schools organise evidence and status around relevant safer-recruitment processes.

Depending on the role, organisation and applicable requirements, this may include tracking areas such as:

  • Identity checks
  • DBS-related check status
  • Barred-list information where applicable
  • Right-to-work evidence
  • Qualification checks
  • References
  • Employment history
  • Prohibition or restriction checks where applicable
  • Other school-required recruitment evidence
EdiWay records and organises the process.

It does not issue DBS certificates.

And it does not decide whether a person is legally suitable for employment.

The authorised school remains responsible for carrying out the correct checks and making the appointment decision.

SINGLE CENTRAL RECORD

Keep Recruitment ChecksEasier to Review.

For schools and colleges where a Single Central Record is required, workforce information can support the school's safer-recruitment evidence process.

EdiWay's staff and compliance foundations are designed to help authorised users track the relevant status and evidence behind staff checks rather than maintaining disconnected spreadsheets alongside the workforce record.

The SCR remains a safeguarding and recruitment responsibility of the school or college.

EdiWay can support the record.

It does not determine whether every statutory requirement has been satisfied simply because a field is marked complete.

Explore Staff Records, Onboarding and SCR

FROM OFFER TO ONBOARDING

Make the First Daythe Next Stage of the Same Journey.

Appointment creates another workflow. The school may need to prepare access, documents, training, responsibilities and checks before the employee is fully operational.

A connected onboarding process can bring together areas such as:

Staff Profile

Create the authorised workforce identity.

Employment Context

Record relevant role and employment information.

Documents

Keep appropriate workforce documentation together.

Qualifications

Record qualifications relevant to the person’s role.

Checks

Track required safer-recruitment and employment evidence.

Training

Identify mandatory or role-specific learning.

Induction

Organise the first stages of joining the school.

Access

Assign appropriate EdiWay roles and permissions.

The objective is to make onboarding a governed process rather than a checklist spread across inboxes and spreadsheets.

STAFF RECORDS

One Workforce Profile.
Different Information Boundaries.

A staff record can bring together relevant information about the person's relationship with the school. Depending on the configuration, that can include:

  • Personal details
  • Employment context
  • Roles
  • Documents
  • Qualifications
  • Training
  • Onboarding
  • Compliance evidence
  • Absence
  • Leave
  • Time information
  • CPD
  • Performance activity

That does not mean every manager or staff member should see everything.

  • Workforce access should remain permission-aware.
  • A line manager may need one view.
  • HR may need another.
  • Leadership may need workforce measures.

Safeguarding-related employment information may require tighter controls.

Connected staff information does not mean universal staff access.

STAFF SELF-SERVICE AND MANAGEMENT

Give People the InformationRelevant to Their Role.

HR systems become harder to govern when every change depends on one administrator.

Where enabled, EdiWay can support role-appropriate workforce participation.

Staff may interact with areas relevant to them, while managers and authorised HR users receive additional workflows according to responsibility.

The exact experience can depend on:

  • School
  • Role
  • Permission
  • Employment relationship
  • Management responsibility
  • Enabled HR features

Self-service should reduce unnecessary administration without allowing an employee to approve their own consequential HR decisions.

ABSENCE AND LEAVE

Know Who Is Available.Keep the Workflow Connected.

Staff absence can affect far more than the HR record. It can create cover requirements, timetable pressure, operational changes, and follow-up work.

EdiWay can support the workforce process around areas such as:

Absence

Record the relevant absence.

Leave Requests

Submit and manage requests through the appropriate workflow.

Approval

Route decisions to authorised managers.

Availability

Understand the person’s current workforce status.

Follow-Up

Keep relevant next actions connected.

The platform helps manage information and workflow.
It does not independently decide whether a person has a legal entitlement to a particular type of leave.

Explore Absence, Leave, Cover & TOIL

COVER

Turn Staff AvailabilityInto an Operational Response.

An absence becomes a school operations issue when teaching or another essential responsibility still needs to be covered.

Connecting the workforce and school context can help authorised users understand:

  • Who is unavailable?
  • Which responsibilities are affected?
  • Where may cover be required?
  • Who has been assigned?
  • What still needs attention?

This is more useful than treating absence as a standalone HR entry that the timetable team discovers later. Cover decisions remain with authorised school staff.

TOIL AND TIME INFORMATION

Record Time Clearly.Keep Policy Decisions With the School.

Where relevant workflows are enabled, EdiWay can support time-related workforce records including TOIL and other configured time information.

Schools remain responsible for the employment policies governing:

  • Eligibility
  • Approval
  • Accrual
  • Use
  • Expiry
  • Working-time arrangements

EdiWay can record and route the workflow. It should not invent employment entitlements or apply one school’s rules universally to another organisation.

CPD AND DEVELOPMENT

Don't Separate Staff DevelopmentFrom the Workforce Record.

Training and professional development can form part of the same workforce journey. EdiWay can connect areas such as:

CPD Activity

Record relevant professional development.

Training History

Keep completed learning connected to the member of staff.

Development Needs

Identify areas for further development.

Objectives

Connect appropriate development activity to agreed goals.

Review

Look at progress over time.

Evidence

Keep relevant completion or development evidence.

This can help schools see development as a continuing process rather than a folder of certificates that is only reviewed when somebody asks for it.

PERFORMANCE

Structure the Conversation.Don't Automate the Employment Decision.

Where enabled, EdiWay can support performance and appraisal workflows around agreed objectives, evidence, professional development and review. It can help authorised users organise:

  • Objectives
  • Review periods
  • Evidence
  • Development activity
  • Meeting notes
  • Progress
  • Next actions

But the platform does not independently determine whether somebody is performing adequately.

It does not make disciplinary decisions, and it does not make dismissal decisions. AI should not turn workforce information into an automated employment judgment.

Explore Performance, CPD & Induction

TRAINING AND COMPLIANCE EVIDENCE

Know What Has Been Recorded.Know What Still Needs Attention.

Different roles can require different training or evidence. A connected workforce platform can help schools understand where relevant information is:

  • Complete
  • Due for review
  • Missing
  • Awaiting action

That can be useful across onboarding, safer recruitment, professional development and school operations.

But a green status on a dashboard should not be treated as proof that every legal obligation has automatically been satisfied.

The responsible school still determines what is required and whether the evidence is sufficient.

PEOPLE CHANGE ROLES

Access Should ChangeWhen Responsibility Changes.

  • A staff member may become a manager.
  • A teacher may change department.
  • Someone may take on a safeguarding or SEND responsibility.
  • An employee may leave.

EdiWay’s permission-aware model means workforce access can change as organisational responsibility changes.

That is important because employment within a school does not justify access to every workforce record.

A role change should be able to change permissions without forcing the school to create a completely new identity for the person.

LEAVERS

End Access Properly.Preserve the Records That Still Need to Remain.

When a member of staff leaves, the school may need to:

  • End platform access
  • Update employment status
  • Reassign responsibilities
  • Preserve relevant workforce records
  • Apply the correct retention rules
  • Maintain required historical evidence

Leaving the school should not mean leaving an active account with unnecessary access. It also does not automatically mean every workforce record should be immediately deleted. Retention should follow the relevant record type, purpose and organisational requirements.

Explore Data Retention and Subject Rights

RECRUITMENT AND WORKFORCE PRIVACY

Staff DataDeserves Purposeful Access Too.

Recruitment and employment records can contain sensitive personal information.

Applicants should not become visible to unrelated school users simply because they applied to the organisation.

Staff records should also remain accessible only according to appropriate workforce responsibility.

EdiWay's wider governance model can apply controls around:

  • Role
  • Organisation
  • Purpose
  • Information type
  • Workflow
  • Sensitivity

Recruitment data should remain recruitment data until an appropriate hiring process moves relevant information into the workforce record.

Explore Privacy and Data Protection

AI IN RECRUITMENT AND HR

Reduce Administration.Keep Employment Decisions Human.

Where enabled, governed EdiWay AI may assist authorised users with appropriate workforce information. Possible uses can include:

Drafting

Prepare working job, communication or administrative drafts.

Summaries

Summarise authorised information for human review.

Meeting Preparation

Help structure an agenda or review document.

Development Support

Assist with working CPD or objective wording.

AI must not independently:

  • Select the successful candidate
  • Decide whether someone passes safer recruitment
  • Decide DBS suitability
  • Approve leave
  • Determine performance outcomes
  • Make disciplinary decisions
  • Recommend dismissal as an autonomous decision
  • Make another consequential employment decision
Explore EdiWay AI
Read About AI Governance

AI can assist the authorised person.
It does not become the employer.

RECRUITMENT ACROSS A TRUST OR SCHOOL GROUP

Shared Workforce Processes.Scoped Organisational Access.

A trust or multi-school organisation may need common recruitment or workforce processes across several schools.

EdiWay's organisation model can support delegated and school-scoped responsibility.

That can make it possible to coordinate authorised workforce work without assuming that every HR user across the group should automatically see every staff record.

Appropriate group-level reporting can use defined workforce measures while detailed personal records remain permission-controlled.

REPORTING AND WORKFORCE OVERSIGHT

See the Workforce PictureWithout Turning People Into a Score.

Authorised leaders may need information about areas such as:

  • Recruitment activity
  • Vacancies
  • Workforce size
  • Absence
  • Cover demand
  • Training
  • CPD
  • Onboarding
  • Required actions
  • Workforce exceptions

Connected reporting can help leaders understand operational demand.

It should not turn correlation into an employment conclusion or use workforce analytics as a substitute for fair human management.

PAYROLL AND FINANCE BOUNDARY

Connect Useful Workforce Context.Don't Pretend HR Is the Payroll Ledger.

Employment information may include context that is relevant to pay or contractual arrangements.

But EdiWay should not be presented as a complete payroll, accounting or statutory finance system unless the specific capability and integration have been implemented and assured.

Payroll calculations, tax deductions, pension processing and statutory payroll submissions remain separate responsibilities unless expressly supported through a documented workflow.

This keeps the workforce page focused on HR and operational management rather than making unsupported finance claims.

DESIGNED FOR UK EDUCATION

Education RecruitmentHas Its Own Responsibilities.

Schools recruit into environments where safeguarding, suitability, qualifications, workforce policy and learner safety matter.

EdiWay is designed around that education context.

For schools and colleges in England, safer recruitment must also operate within the current Keeping Children Safe in Education requirements.

Other UK jurisdictions and settings can have different legal and policy requirements.

EdiWay therefore supports the evidence and workflow around recruitment rather than assuming one configuration automatically satisfies every school, setting or jurisdiction.

A CONNECTED WORKFORCE JOURNEY

Recruit. Onboard. Support. Develop.

1. Create the Opportunity

Publish or manage the authorised vacancy.

2. Receive Applications

Keep candidate information within the recruitment workflow.

3. Assess and Interview

Coordinate appropriate tasks, evidence and interviews.

4. Record the Hiring Decision

The authorised school makes the decision.

5. Make the Offer

Manage the next recruitment stage.

6. Convert the Successful Applicant

Move appropriate information into the canonical staff record.

7. Complete Onboarding and Checks

Organise relevant documents, qualifications, training and safer-recruitment evidence.

8. Begin the Workforce Relationship

Assign roles, responsibilities and appropriate access.

9. Manage Employment Activity

Connect absence, leave, cover, time and workforce processes.

10. Support Development

Continue into induction, CPD, objectives and performance review.

One person.A connected journey from application into the workforce.

FREQUENTLY ASKED QUESTIONS

Recruitment & HR

Is Recruitment & HR one system in EdiWay?

EdiWay is designed to connect recruitment and workforce workflows through shared identity, organisation, permission and evidence foundations.

Specialist pages provide more detail for each area.

Can schools advertise vacancies through EdiWay?

EdiWay’s recruitment foundation includes vacancy and applicant workflows within the authorised school or organisation context.

Can applicants manage their applications?

The recruitment model includes an applicant journey with profiles, applications, assessments, tasks, interviews and offers where enabled.

What happens when an applicant is hired?

A successful applicant can be linked into the canonical staff identity through a governed conversion process rather than being manually recreated from scratch.

Does all applicant information automatically become part of the HR record?

No.

Only appropriate information should move into the workforce context.

Recruitment evidence retains its purpose and source.

Can EdiWay manage safer-recruitment checks?

EdiWay can help track relevant check status, evidence and workforce information.

The school remains responsible for carrying out the correct checks and making the suitability decision.

Does EdiWay perform DBS checks?

No.

EdiWay can record relevant DBS-related check information where appropriate but is not the Disclosure and Barring Service and does not issue DBS certificates.

Does EdiWay maintain the Single Central Record?

EdiWay’s staff and compliance foundations can support relevant SCR information and safer-recruitment tracking.

The school or college remains responsible for ensuring its SCR meets the requirements that apply to it.

Can staff request leave?

Leave-request and approval workflows form part of the workforce direction where enabled.

The school remains responsible for its leave policy and final decisions.

Can EdiWay help arrange cover?

The workforce model connects absence and cover context so authorised school users can manage the operational response.

Does EdiWay calculate payroll?

EdiWay should not be treated as a complete payroll or statutory payroll-submission system unless a specifically documented capability or integration is enabled.

Can we track CPD?

Yes.

Training and CPD can remain connected to the wider staff record.

Can we manage performance reviews?

Performance, objectives, evidence and development reviews can be supported through the relevant workflow.

Human managers remain responsible for employment decisions.

Can AI decide which applicant should be hired?

No.

AI must not autonomously make consequential recruitment or employment decisions.

Can HR users see safeguarding records?

Employment or HR access does not automatically provide access to restricted safeguarding records.

Permissions remain domain- and purpose-aware.

Can a trust manage recruitment across several schools?

EdiWay’s organisational model can support delegated and school-scoped workforce responsibilities.

Exact multi-school workflows depend on the configured organisational model.

EXPLORE RECRUITMENT & HR

One Workforce Journey.Specialist Workspaces for Each Stage.

Careers & Recruitment

Manage vacancies, candidates, assessments, interviews, offers and hiring.

Explore Careers & Recruitment

HR & Workforce

Manage the wider staff and workforce relationship.

Explore HR & Workforce

Staff Records, Onboarding & SCR

Bring staff profiles, onboarding, qualifications and check evidence together.

Explore Staff Records, Onboarding & SCR

Absence, Leave, Cover & TOIL

Connect staff availability with the operational response.

Explore Absence, Leave, Cover & TOIL

Performance, CPD & Induction

Support development from induction through ongoing professional review.

Explore Performance, CPD & Induction

Trust and Governance

Understand permissions, privacy, retention and responsible AI across workforce information.

Explore Trust and Governance
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