FEP: Job Advertisements

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. Take time to review the Recruitment Section of the Tripartite Guidelines on Fair Employment Practices.

A fair and progressive job advertisement clearly outlines what a candidate is required to 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 indeed needed for the job and is in no way discriminatory. Provide the reason for the special requirement or any data collection. This way, you can be sure that the job requirements in your advertisement are well 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 posting a job ad? For one, this will reflect positively on your company and will help you attract a bigger pool of eligible candidates.

Words And Phrases To Avoid In Job Advertisements

How would you know if your job advertisement upholds fair and progressive employment principles?
In general, job criteria that discriminate against nationality, age, race, gender, religion, marital status and family responsibilities, or disability, do not reflect fair and progressive employment principles.

To provide feedback on discriminatory job advertisements, please visit at wWw.tafep.sg



Words 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:

  • Only Singaporeans

Avoid using the following:

  • Non-Singaporeans / SPRs / foreigners / international candidates / / preferred / welcome / only / can also apply / will also be considered
  • 新公民 (“New citizen”) preferred / welcome / only
  • Specific nationality in describing job roles or titles, for example Italian chef preferred, Spanish secretary welcome
  • Language
  • Native English speaker preferred / welcome / only
  • Candidates with Korean as first language preferred
  • Candidates’ whose Mother Tongue is Tagalog will have an added advantage
  • Work Passes & Permits
  • EP / S Pass / WP / DP / LTSVP Holders preferred / welcome / only
  • Work passes will be applied for successful candidates
  • S Pass quota available
  • Others
  • Completed, are exempted from, or are not liable for National Service

If 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:

  • Chinese-language teacher for pre-school centre, good credit in ‘O’-Level Chinese required.
  • Translator for a leading Malay sports magazine. Proficiency in Malay is a must.
  • Tour Guides to take Chinese/Japanese/Indian tourist groups. Knowledge of Mandarin/Japanese/Indian dialects is essential.

Avoid stating a language without giving justification for this being a job requirement:

  • Bilingual in English and Mandarin/Malay/Tamil
  • Native English language/speaking
  • Mandarin/Malay/Tamil language/speaking
  • Mandarin/Malay/Tamil language/speaking is an advantage
  • Tagalog/Thai language/speaking

In 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:

  • Candidates are required to load and unload sacks of rice of at least 10kg each.
  • Candidates are required to handle heavy equipment.
  • Recruiting cashiers. Job is suitable for older workers.

Avoid using:

  • Minimum aged 21 and above
  • Below 30 only
  • Age 25-30 only
  • Youthful working environment

Race should not be a criterion for the selection of job candidates as multi-racialism is a fundamental principle in Singapore.

You can state:

  • All races are welcome.

Avoid using:

  • Chinese/Malay/Indian preferred
  • Chinese/Malay/Indian only
  • Chinese/Malay/Tamil speaking environment

Avoid 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:

  • Hindu priest required to perform wedding ceremony.

Avoid using:

  • Christian/Buddhist/Muslim/Hindu preferred
  • Christian/Buddhist/Muslim/Hindu only

Avoid 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:

  • Health spa requires female therapists to do personal body massage and spa treatments for its female customers.

Avoid using:

  • Strong guys needed
  • Preferably female
  • Female working environment
Marital Status

This is generally an irrelevant criterion in employment as jobs can be performed equally well by either married or single persons.

Avoid using:

  • Preferably singles

Source For Guidelines on Fair Employment Practices is from TAFEP.

ACHI BIZ is one of the licensed Employment Agencies in Singapore. 
Please refer to our GUIDES for more information, SERVICES to meet your requirements or CONTACT us if you wish to avail these or many other services.