# Job quality guidelines Remember to always be accurate, clear, and inclusive in your job postings to ensure you reach the best possible candidates. *** ### Discrimination & offensive content **Discrimination** Job postings should be inclusive and free from discrimination based on protected characteristics such as age, native language, gender, or race. To achieve this, it is important to avoid language that could be seen as discriminatory and ensure that the requirements are based on the actual qualifications needed for the job. This means that job postings should not use language that could be considered discriminatory and should accurately represent the qualifications needed for the job without using discriminatory criteria. **Offensive Content (Profanity, Photos)** Job postings should not include profanity or offensive photos that could be considered inappropriate or offensive to potential candidates. This includes content that is discriminatory, harassing, or threatening in nature. Such content could discourage qualified candidates from applying for the job and could negatively impact the company’s reputation. **Sexually Suggestive Content** Job postings should not include sexually suggestive content or language that could be considered inappropriate or offensive to potential candidates. Such content could create a hostile work environment and could discourage qualified candidates from applying for the job. **Promotion of Illegal Content** Job postings should not promote or encourage illegal activities, including but not limited to drug use or sales, gambling, or other unlawful activities. This includes both the job itself and any activities that may be associated with the job. Job postings should focus on legitimate job openings that promote ethical and legal behaviour. *** ### Promotional & spam content **Non-Recruiting Purpose** Job postings should be for legitimate job openings and not for other purposes, such as promoting a business or soliciting funding. This means that job postings should avoid language that could be seen as a sales pitch or promoting non-job-related activities. Job postings should focus on the qualifications and requirements of the job, not on promoting the company or other non-job-related activities. **Multi-level Marketing** Job postings should not be for multi-level marketing or pyramid schemes. This includes any job that requires an upfront payment or is based on recruiting others to work for the company. Such job postings are often misleading and can lead to financial loss for potential candidates. **External Links (Redirecting)** Job postings should not include external links that direct candidates away from the job posting on JOIN. This includes links to other job boards or recruitment sites, or email addresses. **Location Blasting** Job postings should only target job seekers within the specific geographic area where the job is located. To achieve this, use consistent and accurate location descriptions for the job opening. Avoid using language that could potentially mislead job seekers about the location of the job. This ensures that job postings are relevant to potential candidates and helps to avoid confusion and frustration. **Excessive Reposting** Job postings should not be reposted excessively or in a manner that could be considered spamming. This means posting the job only once and not reposting it multiple times in a short period. Reposting excessively could be seen as annoying or desperate and could discourage qualified candidates from applying for the job. **Unpaid Opportunities** Any unpaid opportunities should be explicitly mentioned in the job posting. This information should be clearly communicated to potential applicants so they can make informed decisions about whether or not to apply. This also includes internships, training, and volunteering. Being transparent about unpaid opportunities can help to build trust with potential candidates and avoid misunderstandings. **Freelancer, Commission-Only Jobs** For freelancer or commission-only jobs, it is important to provide a transparent pay structure and clearly outline the expected duties and responsibilities. This helps to ensure that applicants have a clear understanding of what is expected of them and what they can expect in terms of compensation. Being transparent about pay and responsibilities can help to attract qualified candidates. **Keyword Stuffing** To ensure the quality of job postings on JOIN Projects, we do not accept keyword stuffing. Keyword stuffing refers to the practice of filling a job posting with an excessive amount of keywords or numbers in an attempt to manipulate rankings in job board search results. Instead, we encourage employers to use relevant and specific keywords in moderation to accurately describe the job requirements and attract qualified candidates. *** ### Scams & phishing **Fraudulent Demands** Job postings should not include demands or requirements that are fraudulent or misleading. This includes any requirements that are not essential to the job or that could be seen as discriminatory. Such demands could discourage qualified candidates from applying for the job and could negatively impact the company’s reputation. **Non-Authorized Companies** Your company should only post job openings on job boards via JOIN if it is legitimate and has the authority to do so. Posting job openings without authorisation could cause legal issues and could negatively impact the reputation of the company. **Impersonation** Job postings should display accurate information about the person or entity that is hiring. This means using accurate information about both the job and the company. Job postings should not use misleading or false information that could deceive potential candidates. **Unnecessary Personal Information** Job postings should not require candidates to provide unnecessary personal information, such as social security numbers or bank account information. This information should only be requested from the candidate after the job offer has been made. Requesting unnecessary personal information could be seen as intrusive and could discourage qualified candidates from applying for the job. **Information Mismatch** Job postings should accurately reflect the job opening and not include misleading or mismatched information. This means ensuring that the job description matches the actual job requirements. Job postings that include mismatched information could lead to confusion and frustration for potential candidates. **Job Opportunity Fees** Job postings should not require candidates to pay fees or purchase products in order to apply for or be considered for a job. This includes any fees associated with background checks or other screening processes. Requiring fees could be seen as unethical and could discourage qualified candidates from applying for the job. *** ### Job posting content quality **Accuracy, Detail & Clarity of Content** Job postings should accurately and clearly describe the job opening, requirements, and responsibilities without using clickbait or other misleading tactics. This means using clear, concise language and avoiding any unnecessary details. Being honest and transparent about the job can help to build trust with potential candidates. **Poor Job Title** Use clear and descriptive job titles that accurately reflect the duties and responsibilities of the position. Avoid using vague or misleading job titles or creating multiple variations of the same job title that may confuse potential applicants. In addition, to create an effective job posting, keep the job title concise and avoid including information such as salaries, contract types, job location, and punctuation in the title. **Unsolicited Applications** Job postings should be for a specific job opening. Job postings for unsolicited applications are not permitted. This means that job postings should be targeted to specific job openings, rather than general requests for employment. **Generic or Confidential Company Name** Job postings should use a specific, non-generic company name and not use confidential or undisclosed company names. This means using the actual name of the company and avoiding any vague or misleading names. Using specific company names can help to build trust with potential candidates. **Recruiting Companies** If a company is using JOIN to recruit for other companies (recruiting company), it must explicitly state that it is not the direct employer. This means that recruiting companies need to be transparent about their relationship with the company that is actually hiring. **General Recruitment** A job post should only represent one vacancy, and a job application should be specific to one role. General recruitment is when a job post advertises multiple job openings rather than one singular vacancy. If you are hiring for several different roles, then you should create a unique job post for each role. This helps to ensure that potential candidates are clear about the specific job opening. *** ### Compliance with regulations **JOIN Regulations** All job postings must comply with JOIN regulations and policies. This means that job postings should follow the guidelines set forth by JOIN to ensure quality and ethical job postings. **Job Board Regulations** All job postings must comply with the regulations and policies of the job board used to post the job. This means that job postings should follow the guidelines set forth by the job board to ensure quality and ethical job postings. **Local Regulations** All job postings must comply with local labour laws and regulations. This means following the guidelines set forth by the local government when creating and posting job listings. Complying with local regulations helps to ensure ethical and legal job postings. *** ### FAQs
Should I mention age, gender, or native language in requirements? No. Avoid any discriminatory criteria; focus on job‑related qualifications.
Are external links allowed in the job ad? No. Don’t include links that redirect candidates away from the posting.
Can I post unpaid roles or commission‑only jobs? Yes, but be fully transparent. Clearly state that the position is unpaid or detail pay structure as well as responsibilities.
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