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Job Posting and Recruitment Guidelines - The Philippines

Recruitment Guidelines - The Philippines


1. Policy Statement

This Recruitment Guidelines Policy (“Policy”) establishes the mandatory standards governing job postings and recruitment activities conducted on the Bossjob platform within the Philippines.


The purpose of this Policy is to ensure that all job advertisements and recruitment practices comply with applicable Philippine labor laws, promote equal employment opportunity, protect job seekers from misleading information, and maintain the integrity of the recruitment process.


All recruiters, employers, and authorized representatives using the Bossjob platform (“Users”) are strictly required to comply with this Policy.


Failure to comply may result in rejection, removal of job postings, suspension of platform access, or other corrective actions deemed necessary by Bossjob.


2. Governing Laws and Regulatory Framework

All job postings and recruitment activities must comply with, but are not limited to, the following laws and regulations:


Any job posting found to be inconsistent with applicable laws shall be deemed non-compliant and subject to removal or correction.


3. Mandatory Job Posting Requirements


3.1 Every job post must provide complete, accurate, and non-misleading information about the opportunity.


Include:

  • Company name
  • Clear job title
  • Job description, duties, and responsibilities
  • Requirements and qualifications
  • Work location and work arrangement: on-site, hybrid, or remote
  • Salary or salary range
  • Working hours and rest days
  • Employment type: full-time, part-time, contract, freelance, etc.
  • Contract duration, where applicable
  • Probation period, where applicable
  • Benefits, such as SSS, PhilHealth, Pag-IBIG, insurance, or allowances
  • Applicable termination conditions, where relevant


Use professional, easy-to-read language. Keep the description focused on the role and avoid vague, exaggerated, or misleading claims.


Example:

  • Acceptable: “We are hiring a Customer Service Representative for our Makati office. The role involves handling customer inquiries through chat and email. This is a full-time position offering a monthly salary of ₱25,000–₱30,000, HMO coverage, and government-mandated benefits.”
  • Avoid: “URGENT HIRING!!! EASY MONEY!!! APPLY NOW!!!”


3.2 Avoid spam, keyword stuffing, and misleading content

Job posts must be written for applicants—not to manipulate search results.


Avoid:

  • Repeat keywords, job titles, or phrases unnecessarily.
  • List unrelated job titles, company names, or competitor names.
  • Include false urgency, unrealistic income claims, or misleading benefits.
  • Post duplicate or substantially identical job listings for the same opportunity.


Example:

  • Acceptable: “We are looking for a Customer Service Representative to assist customers through phone, chat, and email.”
  • Avoid: “Customer service, call center, sales, admin, data entry, customer service, customer service”


4. Platform Integrity and Communication Requirements


To ensure transparency, accountability, and data integrity within the recruitment process:


4.1 Prohibited Conduct


Users shall NOT:

  • Include external contact information (e.g., email addresses, phone numbers, social media accounts) in job postings
  • Redirect applicants to external websites or third-party application systems
  • Request submission of resumes outside the Bossjob platform
  • Conduct recruitment communication outside the platform environment


4.2 Mandatory Conduct


Users shall:

  • Utilize only Bossjob's internal messaging and application systems for all recruitment activities
  • Maintain all applicant communication within the platform
  • Ensure recruitment personnel compliance with platform-based hiring procedures


For further guidance, please refer to the Bossjob Global Recruitment Guidelines.


5. Equal Employment Opportunity and Non-Discrimination

Bossjob enforces strict compliance with Philippine equal opportunity laws. Discriminatory practices in any form are prohibited.


5.1 Age Discrimination

Pursuant to Republic Act No. 10911, job postings must not include age preferences or restrictions.


Prohibited statements include:
  • “Young applicants only”
  • “Prefer applicants in their 20s”
  • Any language implying age limitation


Permitted exceptions shall only apply where:
  • A legally mandated retirement age exists
  • Occupational safety requirements necessitate minimum age restrictions (e.g., 18 years old for hazardous work)
  • Authenticity in performance-based roles requires age specificity (e.g., child roles in media)


5.2 Gender Discrimination

In accordance with Republic Act No. 9710 and applicable labor laws, gender-based restrictions are strictly prohibited.


Prohibited practices include:
  • “Male only” / “Female only”
  • Gender-specific job titles (e.g., “salesman”, “waitress”)
  • Any language indicating gender preference


Permitted practice:
  • Use of gender-neutral job titles (e.g., “Sales Representative”, “Service Staff”)
  • Job requirements based solely on skills, competencies, or physical/job-related abilities


5.3 Other Forms of Discrimination

Job postings must not discriminate based on:

  • Disability or health condition (unless job-related and legally justified)
  • Physical appearance
  • Personal lifestyle choices


Acceptable alternatives must be job-related and objective, such as:

  • “Must be presentable”
  • “Must possess strong communication skills”
  • “Must meet physical requirements of the role”


6. Fair Recruitment Standards

All job postings must comply with principles of fairness, transparency, and objectivity.


6.1 Prohibited Requirements
  • Vague or subjective qualifications
  • Non-job-related personal conditions
  • Health or lifestyle restrictions not legally justified
  • Arbitrary or discriminatory screening criteria


6.2 Required Standards
  • Objective, measurable, and job-relevant criteria
  • Clearly defined qualifications and competencies
  • Transparent and verifiable requirements


7. Enforcement and Penalties


Bossjob reserves the right to enforce this Policy through the following actions:

  • Rejection of non-compliant job postings
  • Requirement for corrective revisions
  • Temporary suspension of posting privileges
  • Account restriction or termination in cases of repeated or severe violations


Users will be notified of required corrections and provided a reasonable period for compliance, where applicable.


8. Policy Amendments

This Policy may be revised, amended, or updated from time to time to reflect:

  • Changes in Philippine labor laws and regulations
  • Updates in DOLE issuances and guidelines
  • Internal platform policy enhancements


Continued use of the platform after any updates shall constitute acceptance of the revised Policy.


9. Effectivity

This Policy shall take effect immediately upon publication and shall govern all job postings and recruitment activities conducted on the Bossjob platform within the Philippines.


10. Consequences of Violating Recruitment Guidelines


If your job posting violates these recruitment guidelines or applicable laws, Bossjob may reject the posting. You will be notified of any necessary changes by our team. Failure to address the required revisions within the given timeframe may result in restricted access to the platform.


Please note that these recruitment guidelines are subject to updates in line with new legal developments and company policies. Always review the latest version before submitting a job posting.

Updated on: 26/08/2026

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