24/7/365
Job Advertisements In Singapore
Are you hiring? Fair hiring practices do not only apply to the Shortlisting and Interview stage. Before you post an advertisement on the position you wish to fill, consider if the job advertisement is in line with fair and progressive employment principles.Β Take time to review the Recruitment Section of theΒ Tripartite Guidelines on Fair Employment Practices.
A fair and progressive job advertisement clearly outlines what a candidate is required toΒ share: the qualifications, skills, knowledge and experience. These must be relevant to the job. Should you need to include a special requirement or are asking for information that may be viewed as discriminatory, do ensure that this is indeedΒ needed for the job and is in no way discriminatory. Provide the reason for the specialΒ requirement or any data collection. This way, you can be sure that the job requirements in your advertisement are wellΒ understood.
You should review all job advertisements before posting to ensure that they are non-discriminatory.
Why should you adopt principles of fair and progressive employment when creating and postingΒ a job ad? For one, this will reflect positively on your company and will help you attract a biggerΒ pool of eligible candidates.
Words And Phrases To Avoid In Job Advertisements
How would you know if your job advertisement upholds fair and progressive employmentΒ principles?
In general, job criteria that discriminate against nationality, age, race, gender, religion, marital status and family responsibilities, or disability, do notΒ reflect fair and progressive employment principles.
To provide feedback on discriminatory job advertisements, please visit at wWw.tafep.sg
NationalityWords or phrases that exclude Singaporeans, or indicate preference for non-Singaporeans, or which could be perceived to be discriminatory should not be used. You can state:
|
|
Avoid using the following:
|
LanguageIf you require proficiency in a particular language, clearly state the reason for it. Ensure that your job advertisement is in the same language as your advertisement media. If your job has any other language text, you should provide the reasons for it, which must be job-related. You can state:
Avoid stating a language without giving justification for this being a job requirement:
|
AgeIn general, avoid using age as a selection criterion unless you are bound by legal or regulatory requirements. In such cases, you may state this upfront. You may also state that a job is suitable for older workers, in support of national efforts to enhance employment opportunities for older workers. If the nature of the job is physically demanding, such as in the handling of heavy cargo, state this requirement in the job description and avoid indicating a specific age group. You can state:
|
|
Avoid using:
|
RaceRace should not be a criterion for the selection of job candidates as multi-racialism is a fundamental principle in Singapore. You can state:
|
|
Avoid using:
|
ReligionAvoid using religion as a selection criterion unless the job requires the applicant to perform religious functions or fulfil religious certification standards. In such cases, you must present the requirements clearly, objectively and sensitively. You can state:
|
|
Avoid using:
|
GenderAvoid using gender as a selection criterion unless practical requirements are involved. In such cases, you must state the reason clearly. State that “both genders may apply” for gender-centric job titles (e.g. draughtsman, chambermaid). You can state:
|
|
Avoid using:
|
Marital StatusThis is generally an irrelevant criterion in employment as jobs can be performed equally well by either married or single persons. Avoid using: |
|
Source For Guidelines on Fair Employment Practices is from TAFEP.
