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Recruitment Practices

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Purpose

  1. Adopting fair, merit-based and inclusive hiring practices is the right thing to do. Employers also benefit from having a wider pool of candidates to recruit from, hence increasing their chances of finding the best person for the job and strengthening the organisation.

Specifications

Job Advertisements

  1. Job advertisements state only selection criteria that are related to qualifications, skills, knowledge and experience required for the job. Where specific attributes e.g. proficiency in a particular language or the need for employees of a particular gender are needed, the reasons are stated clearly.

Job Application Forms

  1. Job application forms ask only for information relevant to assess an applicant’s suitability for a job. They do not require applicants to provide their age1, date of birth, gender, race, religion, marital status and family responsibilities, including whether the applicants are pregnant or have children, and whether they have disabilities, unless the information is needed to assess the applicant’s suitability for the job. If such data is required, the purpose is stated clearly.

Job Interviews

  1. A set of relevant and objective selection criteria is used consistently (e.g. use of a checklist) for shortlisting and selecting candidates. A proper record of the interview, assessment process, test (if any) and job offer made is kept for at least one year. Unsuccessful candidates are informed of the outcome of the interview.

  1. Hiring managers and staff2 have been trained3 to conduct fair and unbiased interviews.


1 This includes other information such as NRIC number.
2 This includes HR practitioners, line managers and supervisors who have recruitment responsibilities.
3 Training includes programmes or workshops to train hiring managers and staff on conducting interviews in a fair and objective manner.

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