About Recruitment Guidance
At bossjob, we provide Recruitment Guidance to ensure that job seekers and recruiters can use the service safely and in compliance with Philippine laws. When posting a job, recruiters are required to comply with relevant legislation and the terms of service. Even if certain conditions are not explicitly mentioned here, the content of job postings may still violate the law. Therefore, please verify the applicable laws before submitting your job postings. If a job posting violates our terms, bossjob will notify you of the necessary changes.
Laws that are Prerequisites for Recruitment
Any content prohibited by the above laws cannot be posted on bossjob.
Required and Prohibited Items in Job Postings
1. Clear Specifications of Working Conditions
Under the Labor Code of the Philippines, recruiters must provide clear and accurate information about the following:
- Company Name
- Job Description
- Job Requirements
- Work Location
- Compensation (including salary details)
- Working Hours & Holiday
- Employment Type (Full-Time, Part-Time, Contractual, Freelance, etc.)
- Contract Duration (if applicable) and possibility of renewal
- Probationary Period (if applicable)
- Benefits (SSS, PhilHealth, PAG-IBIG, and other employee insurance/benefits)
- Termination of Employment
2. Age Restrictions & Discrimination in Employment
The Anti-Age Discrimination in Employment Act (RA 10911) prohibits age restrictions in job postings, including statements such as "Young" or "Only Applicants in their 20s." Instead, recruiters may indicate a general working environment, such as "many employees are in their 20s."
Exceptions:
- Retirement-based policies (e.g., under 60 if retirement age is 60)
- Hazardous work (18+ requirement)
- Long-term career development prioritization (e.g., under 35)
- Authenticity in performing arts (e.g., child actors)
3. Gender Discrimination
Under Republic Act 9710: Magna Carta of Women, language suggesting gender preference is prohibited.
Prohibited phrases:
- Men only / Women only
- Female only / Male only
- Gendered job titles (e.g., "salesman")
Acceptable alternatives:
- Gender-neutral titles (e.g., Sales Representative)
- Focus on qualifications instead of gender
4. Prohibition of Fair Recruitment Selection
Following Fair Recruitment Selection standards set by the Department of Labor and Employment (DOLE).
Avoid:
- Unnecessary health requirements
- Subjective descriptions like "good-looking"
- Discriminatory conditions unrelated to job performance
References:
Consequences of Violating Recruitment Guidelines
If your job posting violates these recruitment guidelines or applicable laws, bossjob may reject the posting. Failure to comply with required revisions may result in restricted access to the platform.
Please note that these recruitment guidelines are subject to updates in line with new legal developments and company policies. Always review the latest version before submitting a job posting.