{"id":54008,"date":"2020-10-14T14:22:48","date_gmt":"2020-10-14T06:22:48","guid":{"rendered":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.3ecpa.com.sg\/?p=54008"},"modified":"2020-10-15T07:42:53","modified_gmt":"2020-10-14T23:42:53","slug":"things-to-prevent-when-creating-a-job-ad-in-singapore","status":"publish","type":"post","link":"https:\/\/glutenfreepleasure.com\/__proxy_domain\/www.3ecpa.com.sg\/blog\/things-to-prevent-when-creating-a-job-ad-in-singapore\/","title":{"rendered":"Things to Prevent When Creating a Job Ad in Singapore"},"content":{"rendered":"

Things You Should Know When Creating a Job Ad in Singapore<\/h2>\n

\"ThingsOnce you are finished setting up a company in Singapore, it is an important milestone to hire employees and make sure they are the right ones. That is deciding on who to welcome in your company involves serious decision making. When you are looking for new hires, there are legal protocols to consider that you and employees must follow. Majority of employees know all about the Singapore Employment Act<\/a>, so they know their rights and the protection it offers them under different legislations. Since you are an employer, it is important that you are aware of what you need to prevent when you are creating a job ad in Singapore.<\/p>\n

This way, you will also avoid causing confusion among those who are looking for a job. If you want to know more about the things you must prevent, read this post until the end.<\/p>\n

 <\/p>\n

Do Not Mention Sex, Religion, and Race Requirement in the Job Ad<\/h3>\n

Religion is not acceptable as an employment criterion, except if the staff is required to do religious duties. For instance, \u201cNo Muslims.\u201d, you can instead say that part of the role is to handle pork and alcohol.<\/p>\n

You must also not have a racial preference like saying \u201cSingaporeans preferred\u201d, must not be in the job you create.<\/p>\n

Phrases like \u201cPreferably male\u201d or \u201cfemale-only\u201d indicates that you prefer a particular gender and this is not appropriate. You can describe the nature of the job like \u201cmodelling stilettos required\u201d or \u201cheavy lifting of goods is part of the job.\u201d<\/p>\n

If the job requires long shifts or frequent travels, you should not say that you prefer single candidates. However, you must be clear about the role and what you expect in a candidate.<\/p>\n

 <\/p>\n

Steer Clear of Clich\u00e9s and Phrases That Are Overused in the Ad<\/h3>\n

Most of the time, job seekers go through so many job posts and find job descriptions that use words which indicates the obvious or they do not really explain the role properly. This makes it irritating and meaningless. These words include \u201cmultitasker\u201d or \u201cgoal-oriented individual.\u201d<\/p>\n

Some people use \u201csales ninja\u201d or \u201cmath whiz\u201d to make the job ad sound more exciting. These descriptions are more for the creative industry, and not for a corporate setting like legal and banking industries. Instead of using vague words that are hard to understand, you can write words like \u201cvisionary\u201d instead of saying \u201cguru\u201d and \u201cskilled\u201d instead of \u201cninja\u201d.<\/p>\n

 <\/p>\n

Age Limits<\/h3>\n

Unless the candidate needs to be a certain age to do the role like a bartender, phrases that indicate the preference for candidates belonging to an age group is a form of discrimination and it is a no-no in Singapore job ads.<\/p>\n

TAFEP is urging companies to be mindful of age sensitivities and avoid using terms like \u201cyouthful working environment\u201d, \u201cbelow 30 only\u201d or \u201cfresh graduates only.\u201d You can instead use terms like \u201c3 years of relevant experience required\u201d or \u201cno experience needed\u201d or \u201colder workers are welcome.\u201d<\/p>\n

 <\/p>\n

Don\u2019t Be Vague When You Craft Descriptions<\/h3>\n

Aside from the mistakes that a lot of Singaporean employers make when creating a job ad, they also put inaccurate job descriptions. Avoid using acronyms because not everyone uses the same in all companies. In financial services, an MO stands for \u201cMiddle Office Analyst\u201d but not all candidates know what \u201cMO Analyst\u201d could mean. This could result in you getting unimportant job applications.<\/p>\n

 <\/p>\n

Be Clear About Language Requirements<\/h3>\n

If a position requires language proficiency, employers should indicate in the job ad what they need for the role.<\/p>\n

For instance, writing \u201cJapanese is an advantage\u201d tells job seekers that you prefer Japanese speakers only, and candidates are marginalized. However, in case the ad justifies language proficiency as an important skill for performing the duties like teaching the language or talking with clients or overseas colleagues speak that language, then your ad will be seen as reasonable.<\/p>\n

 <\/p>\n

Job Descriptions Must Not Be Sugar-coated<\/h3>\n

You must always be honest with the job description. Job descriptions that understate or overstate a position like the hours and nature of the job can cause bitter feelings and hiring mistakes. Putting the correct job description prevents false expectations. Most of the time, hiring mistakes are because of descriptions that might not accurately show the requirements of a position. A well-written job description has no room for question when it comes to the roles and responsibilities of a position.<\/p>\n

 <\/p>\n

More Context and Details<\/h3>\n

Job descriptions list a lot of requirements, but they do not explain why they are needed like \u201cMaster\u2019s degree strongly preferred.\u201d These qualifications are normally dependent on the role. Like if the role is mainly on research that needs candidates who did extensive research. You can write Preferably with a Master\u2019s degree because a large part of the job involves research.\u201d<\/p>\n

The best job description must have details about who the employees will report to and who is their supervisor because it gives the role a higher level of accountability. The salary range must be stated instead of saying that the salary will increase based on experience. This is more helpful in creating more interest in the job, and that you have done your part in creating a proper job ad.<\/p>\n

 <\/p>\n

Be Aware of Your Unconscious Biases<\/h3>\n

Everyone has blind spots or biases that they unconsciously bring to work. Know what your unconscious biases are and not allow them to influence you when you create a job ad.<\/p>\n

Before you start the hiring process, you must first ask these questions to yourself:<\/p>\n