The advert should describe a real opening.
A compliant process starts with a genuine role and a clear description of the work. Do not write an advert around a preferred candidate or add requirements that the job does not genuinely need.
What will they do?
Explain the responsibilities, deliverables, reporting line and working arrangement in language a suitable applicant can understand.
What level is needed?
Set out the experience, knowledge, qualifications or registration genuinely required to perform the role.
What is offered?
Show the salary range and the main terms that help applicants decide whether the opportunity fits.
Who is hiring?
Use the correct hiring organisation and keep the employer information consistent with the application.
Make the requirements job-related.
Requirements should connect to the work. A long list can make a role look precise while making the hiring decision harder to explain.
Describe the work to be performed, not a generic title or a list copied from another role.
State the experience that is relevant to the responsibilities and the level of independence required.
Ask for qualifications or professional registration only where they are relevant to the role or regulated work.
Keep the advertised range credible for the responsibilities, seniority, sector and proposed candidate.
Do not use nationality, age, sex or other non-job-related restrictions to describe a role or screen applicants.
Publish what applicants need to assess the role.
Where the FCF requirement applies, use the current MyCareersFuture route and follow the current MOM advertising period and information requirements. Do not rely on an old screenshot, old advert or an internal-only listing.
Check
Confirm whether the role is covered by the current FCF requirement or an applicable exemption.
Publish
Use the required platform, include the role-related information and keep the advert open for the required period.
Monitor
Keep the advert and role details consistent while the position is open.
Close
Save the advert, publication dates, applicant information and decision records for the relevant case.
The applicable requirements and exemptions can change. Check the current MOM FCF page before publishing.
Consider applicants fairly, then record why.
The advert is only the beginning. The shortlist and decision should show that applicants were assessed against the role requirements rather than a pre-selected outcome.
- Use the same role criteria. Apply the published responsibilities and requirements consistently.
- Record the decision. Keep a concise role-related reason for progressing or not progressing an applicant.
- Keep the process coherent. The candidate selected should meet the requirements the employer said the role needed.
- Protect personal information. Keep applicant records secure and retain only what the applicable business or legal purpose requires.
The advert, offer and application should agree.
Before an EP application is submitted, compare the job advertisement with the final job description, offer, candidate profile and application answers. Differences in title, salary, duties or requirements can create avoidable questions.
Role and salary
Make sure the advertised role and salary are consistent with the proposed employment terms.
Candidate evidence
Connect the candidate's experience and qualifications to the actual responsibilities, not just the title.
Hiring records
Keep the advert, dates, applicants considered and role-related decision notes together.
Current source
Check MOM before filing because the applicable requirements and exemptions can be updated.
FAQ
Does every role need a MyCareersFuture advertisement?
Not every role. The requirement depends on the current FCF rules and applicable exemptions. Check the live MOM guidance for the specific employer and role.
How long should the advert stay open?
Use the advertising period stated in the current MOM requirements where the FCF requirement applies. Do not rely on an old period remembered from a previous case.
Can I write the advert around the candidate I already want?
No. The role should be genuine and the requirements should be connected to the work. A pre-selected outcome should not drive an artificial job description.
What records should the employer keep?
Keep the advert, publication dates, applicants considered and concise role-related reasons for the hiring decision, subject to the employer's retention and privacy obligations.
Use the current FCF position.
This guide is general information for employers. Advertising requirements, exemptions, periods and record-keeping practices can change.