Bossjob Global Recruitment Guidelines

I. Recruitment Guidelines

With Bossjob, we provide recruitment guidelines to both job seekers and employers to ensure that the recruitment process complies with local laws and platform usage policies. When posting job listings, employers must adhere to the relevant regulations in their country/region and the Bossjob terms of use. Even if certain conditions are not explicitly listed, recruitment content may still violate relevant laws.

II.General Recruitment Guidelines

Non-Discrimination Practices
The recruitment process must follow the principle of fair employment, avoiding discrimination based on age, race, gender, religion, etc.

Job Listings
Job listings must clearly indicate job description, requirements, and responsibilities, avoiding discriminatory language and unnecessary restrictions.

Foreign Employee Quotas & Work Permits
Employers must comply with foreign employee quotas and work permit requirements, ensuring that foreign employees have valid work documents.

Labor Contracts
Provide all employees with written labor contracts, specifying position, salary, benefits, etc., in compliance with the Labor Law.

Workplace Health & Safety
Employers must ensure that the workplace meets health and safety requirements, and employees should be informed about health and safety policies.

Personal Data Protection
The recruitment process must comply with local data protection laws, ensuring that collected personal information is used solely for recruitment purposes.

Employment of Vulnerable Groups
Employers must fairly treat low-income workers, people with disabilities, and the elderly, complying with protection or wage regulations.

Equal Pay for Equal Work
Compensation should be based on position, qualifications, experience, and performance, in compliance with regional wage guidelines.

Complaint and Appeal Handling
Provide a clear and fair complaint handling process, ensuring issues are addressed in a timely and transparent manner.

Lead Generation & Marketing Purpose
Job listings should not be used as lead generation or marketing tools for other products or services. The content must be directly related to the job and should not direct candidates to non-recruitment pages or social media groups.

Fake Recruitment & Scam Behavior
Employers must not post fake job ads or engage in scams, such as charging unreasonable application fees or requesting personal account information. Job ads should ensure that positions are real, and salary and benefits information is clear and transparent.

Fake Positions & Misleading Descriptions
Job listings must not post fake positions or make false claims regarding position requirements, job duties, or compensation, misleading job seekers.

III.Platform Responsibility & Enforcement

Content Review and Deletion
Bossjob will review job listings, and any illegal content will be deleted immediately, including fake recruitment or lead generation ads.

Employer Account Suspension & Ban
Employers who repeatedly violate the recruitment guidelines may have their accounts suspended or permanently banned.

Candidate Complaint Handling Process
Bossjob provides a channel for reporting violations, and complaints will be handled within 3 business days.

Third-Party Agency or Headhunter Responsibility
Third-party agencies must be legally registered and responsible for the compliance of job listings.

IV.Ethical Conduct Standards

No Inducing Employees to Break Contracts or Harm Current Employers
Job listings must not encourage candidates to break contracts or harm the interests of their current employers.

No Marketing or Lead Generation via Job Ads
Job listings should not serve as marketing tools, and candidates should not be directed to non-recruitment websites.

Respect Cultural Differences and Expression
Job listings should respect local cultural customs and language, avoiding offensive content.

V. Consequences for Violating Recruitment Guidelines

Bossjob reserves the right to refuse to publish job ads that violate these guidelines or the law, and to restrict platform access.

VI.Country-Specific Recruitment Guidelines

Philippine Specific Recruitment Guidelines

Employers must comply with the Philippine Labor Law, ensure job ads are free from discriminatory language, and meet foreign employee quotas and work permit requirements. Click here for more details.

Singapore Specific Recruitment Guidelines (accurate as of January 2025)

In Singapore, employers must adhere to a comprehensive set of recruitment laws and guidelines to ensure fair, transparent, and legally compliant hiring practices. Below is an overview of the key legal frameworks and best practices:

A. Core Employment Legislation
Employment Act
This is Singapore’s primary labor law, covering essential employment terms such as working hours, rest days, overtime, annual leave, sick leave, and termination notice periods. It applies to most employees, including full-time, part-time, and temporary workers.

Central Provident Fund (CPF)
Employers are required to make monthly CPF contributions for Singaporean citizens and permanent residents. These contributions support employees’ retirement, healthcare, and housing needs.

Personal Data Protection Act (PDPA)
Employers must comply with the PDPA when collecting, using, and disclosing personal data during recruitment and employment processes.

Workplace Safety and Health Act
This act mandates that employers provide a safe working environment and take necessary measures to prevent workplace accidents and injuries.

Upcoming: Workplace Fairness Act 2024 (WFA)
Passed by the Singapore Parliament on 8 January 2025, the WFA marks a significant advancement in the nation’s employment legislation. This Act provides statutory protections against workplace discrimination, transitioning from the previously non-binding Tripartite Guidelines on Fair Employment Practices (TGFEP) to enforceable legal standards. While already enacted, its provisions are expected to come into force in 2026 or 2027. This phased approach allows employers sufficient time to align their policies and practices with the new legal requirements.

B. Fair and Non-Discriminatory Hiring Practices
Tripartite Guidelines on Fair Employment Practices (TGFEP)
Issued by the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP), these guidelines promote merit-based employment practices and prohibit discrimination based on age, race, gender, religion, marital status, family responsibilities, or disability. Employers are expected to:
Recruit based on merit.
Treat employees fairly and with respect.
Provide equal opportunities for training and development.
Reward employees fairly based on performance and contribution.
Comply with labor laws and adopt fair employment practices.

Fair Consideration Framework (FCF)
Under the FCF, employers must consider Singaporeans fairly for job opportunities before hiring foreign professionals. This includes advertising job vacancies on the MyCareersFuture portal for at least 14 days and evaluating all applicants fairly. Non-compliance can lead to restrictions on work pass privileges.

C. Recruitment Process Compliance
Job Advertisements: Should focus on job requirements and avoid discriminatory language.
Application Forms and Interviews: Questions should be relevant to the job and not delve into personal attributes unrelated to job performance
Selection Criteria: Must be applied consistently and based on objective factors such as skills, experience, and qualifications.

These guidelines are non-exhaustive and are accurate as of January 2025. For updated guidance and resources, employers should consult the Ministry of Manpower (MOM) and the Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).

Indonesia Specific Recruitment Guidelines

Employers must comply with the Indonesian Labor Law, ensuring that wages are at or above the legal minimum wage, and avoiding discriminatory language.

Japan Specific Recruitment Guidelines

Employers hiring foreign employees must ensure they hold valid work visas, and job ads must clearly state position requirements, salary benefits, and comply with the Labor Standards Act.

Updated on: 21/04/2025