5 Things Employer Should Know About Jobs Bank

StaffOnDemand Blog

TL;DR

From 1st October 2015, there are new regulations for employers to adhere to for job postings and Employment Pass (EP) applications in Singapore.

  1. What is the National Jobs Bank?

The National Jobs Bank was officially launched in August 2014 by the Singapore Workforce Development Agency (WDA) to facilitate online job matching between local job seekers and employers.

It is compulsory for employers with businesses with more than 25 employees to post job vacancies on the website for at least 14 calendar days before applying for an Employment Pass (on or after 1 August 2014). Do note that the prevailing EP qualifying criteria continues to apply to all employers.

  1. What is Ministry of Manpower's Fair Consideration Framework about?

The Fair Consideration Framework (FCF) is part of the Government’s overall effort to strengthen the Singaporean core in the workforce. It sets out clear expectations for companies to consider Singaporeans fairly for job opportunities.

The FCF applies to all companies in Singapore. All companies must comply with the Tripartite Guidelines on Fair Employment Practices and have fair employment practices that are open, merit-based and non-discriminatory.

Why it matters: MOM views non-compliance with the Tripartite Guidelines seriously. Employers who post discriminatory job advertisements will have their work pass privileges curtailed. For example, they could be barred from making work pass applications.

  1. Tripartite Guidelines on Fair Employment & Discriminatory Job Advertisements

The Tripartite Alliance for Fair Employment Practices (TAFEP) was set up in 2006 to promote the adoption of fair (i.e. non-discriminatory) and responsible employment practices among employers, employees and the general public.

Job advertisements are expected to align with the Tripartite Guidelines on Fair Employment Practices, and companies that post discriminatory job advertisements with attributes pertaining to age, gender and nationality, and restricted their recruitment to exclusive groups may face severe penalties. Generally, employers who advertise a position requiring a specific attribute should ensure that it is indeed a requirement of the job and state the reason for it in the advertisement.

Why it matters: The Ministry of Manpower (MOM) have taken companies that are found to be posting discriminatory job advertisements to task. Here are the guidelines that you should be aware of.

  1. Exemptions

All companies are expected to have fair employment practices that are open, merit-based and non-discriminatory, even if the job vacancies are exempted from advertising. Companies are exempted from the Jobs Bank advertising requirement in any of these cases:

  • Your company has 25 or fewer employees.
  • The job position is paying a fixed monthly salary of $12,000 and above.
  • The job is to be filled by an intra-corporate transferee (ICTs).
  • The job is necessary for short-term contingencies (i.e. period of employment in Singapore for not more than one month).

All companies are strongly encouraged to advertise their job vacancies on the Jobs Bank for access to a larger pool of Singaporean candidates, even if those jobs are eligible for advertising exemption.

  1. New regulations for Employment Pass Applications from October 2015

Published Salary Range
For Employment Pass applications filed from 1 October 2015, the accompanying advertisements must include published salary ranges.

More Information for Employment Pass (EP) Application

To assess whether Singaporeans were considered fairly, MOM will also require the company to submit more information from 1 October 2015:

  • The number of applications submitted by Singaporeans,
  • Whether Singaporeans were interviewed for the vacancy,
  • The firm’s current share of Singaporeans in PME positions.

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