Recruitment Ad Gone Wrong With Job Title as Exiting Employee's Name

StaffOnDemand Blog

Recently, iDA put out a recruitment ad on several job boards, in which the job title was mistakenly written as “Replacement for Kenneth Yeo Wee”.

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What we can imagined the HR employee felt after he/she posted the ad

What we imagined the HR Employee felt like after the job got posted.

While it was fodder for good weekend entertainment to the general public, it does bring to question the agency’s recruitment process and how a job ad could go so hilariously wrong.


A day later, iDA issued a public statement to apologise to the ex-employee in particular, and explained that the job ad was published by a HR team member that was new to the job. The agency would also be reviewing their procedures to avoid such incidents from happening in the future. 


To put this into perspective, nightmares mistakes like these could happen to the best of us on a really, really bad day. We have three easy tips prepared by our StaffOnDemand team to help you avoid having to face these issues. Ever.

Yes, Never. We promise.

Use of Job Templates

For contract position that requires frequent replacement on a regular basis, tap on the use of standardised job templates to get the task of posting the job ads done in a jiffy and have the assurance that  these job templates have been pre-approved for the contract position.

Having pre-approved job templates at hand is important, as it minimises the need to reinvent the wheel every time there is a vacancy for the same position.

Using StaffOnDemand, you can choose to save any job as a job template, and then use it for subsequent job postings whenever you need.

Have a Robust Approval Process

In the case of the iDA recruitment ad, the HR officer that committed the deed is supposedly new to the job and was unfamiliar with the posting tool used.  

Separating out the duties of job ad creation from posting is common, and allows organisations to properly delegate tasks (e.g. having a junior employee to craft a job ad draft for review and approval by a senior HR member). However, to ensure that recruitment content posted out is accurate and timely, you will need a approval process loop that governs the recruitment ads that go out and also the channels that these ads get posted on.

In StaffOnDemand, normal users are able to craft the job ad, and route it to an administrator for approval before it goes live on the selected job portals (e.g. the company’s career portal). Administrators will receive notifications to assess the job ad, and approve it accordingly.

Still Unsure? Have the Ad Checked by Us!


Not sure what is the latest guidelines for posting job ads that are in compliance with the Tripartite Guidelines for Fair Employment? Check out a summary of the common mistakes employers make in job postings here, which are clear no-nos.

Alternatively, you could always have your ad screened and checked by us and we can tailor the ad accordingly for a small fee. Drop us a note here if you would like to learn more about this service. 

Helping HR Employees with Fuss-Free Recruitment since 2013

Helping HR teams with fuss-free recruitment since 2013

 

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