Check the route before drafting the advert.
Employers submitting EP or S Pass applications generally need to advertise the vacancy on MyCareersFuture and consider candidates fairly, unless a current exemption applies. An exemption from posting does not remove the obligation to practise fair hiring.
Start with the genuine vacancy: what the person will do, why the role exists and what the employer is actually prepared to offer.
Review MOM's current advertising guidance for the employer, role and pass route before relying on an exemption or a previous advertisement.
Do you need to post this vacancy?
Some vacancies may be exempt from the MyCareersFuture advertising requirement. Common examples include employers with fewer than 10 employees, vacancies with a fixed monthly salary of $22,500 or more, roles lasting no more than one month, and certain local or overseas intra-corporate transfers.
Company size
A small employer may fall within a current exemption, but fair hiring still applies.
Salary threshold
A high fixed monthly salary may qualify for an exemption under the current MOM rules.
Duration or transfer
Short-term roles and qualifying transfers have separate conditions that should be verified carefully.
Use current guidance
Do not rely on an old workbook or a remembered threshold. Confirm the live MOM position for the case.
For the full explanation, see our Fair Consideration Framework guide.
Gather the information the posting will need.
Use one approved role brief before entering the MCF form. This reduces inconsistent titles, duties and salary details across the job description, advertisement, offer and pass application.
Confirm the job title, relevant occupation or job classification and the actual responsibilities. The occupation and duties must reflect the work the candidate will perform.
Set out the experience, qualifications and skills genuinely needed for the role. Avoid requirements that are really personal filters.
Prepare the salary range, number of vacancies, employment arrangement, seniority and workplace information before publishing.
Use only questions that help assess the role-related requirements. Keep them clear, necessary and consistent with the advert.
Complete the vacancy in a logical order.
Describe
Write the real responsibilities, reporting context and requirements in plain language.
Classify
Select the occupation, job function and position level that best represent the work.
Specify
Add salary, vacancies, employment type, work arrangement and workplace details.
Screen
Add a small number of relevant questions only if they improve the assessment.
The MCF form and available selections can change. Treat the live MCF form and current MOM guidance as the source of truth, not an old workbook or screenshot.
Run the same-role check.
Same hiring entity
The organisation in the advert should match the employer submitting the pass application.
Same actual work
The selected occupation, job title and duties should describe one coherent role.
Clear and credible
The advertised range must be visible, include the salary offered and follow MOM's current range requirements.
Enough openings
Do not use one advertisement to support more pass applications than the stated number of vacancies.
Also check that the advert contains no discriminatory wording and does not describe a role that was created around a pre-selected candidate.
Save the evidence before moving on.
Once the advert is live, keep the advertisement ID, final wording, publication date, closing date and any relevant changes with the case file. Keep a concise record of applicants considered and the role-related reason for the hiring decision.
Wait the required period
Where the FCF advertising requirement applies, keep the advert open for at least 14 consecutive days before submitting the pass application.
Do not offer too early
MOM advises employers not to make a job offer during the mandatory advertising period.
Record material changes
A change to the employer, occupation, salary or vacancy count may require a new advert and another advertising period.
Keep the file secure
Store applicant information only where needed, with access limited to people handling the recruitment or pass case.
Common posting mistakes.
- Copying an old advert. The old occupation, salary or vacancy count may no longer describe the live role.
- Using a title that does not match the duties. The classification and actual work should be coherent.
- Hiding or broadening the salary. The range must be visible, credible and consistent with the offer.
- Changing the role after publishing. Material changes can require a fresh advertisement period.
- Keeping only the final screenshot. Save the ID, dates, advert text and recruitment record together.
FAQ
Can I advertise on LinkedIn instead?
Other channels can supplement the search, but they do not replace MyCareersFuture where the FCF advertising requirement applies.
Can a recruitment agency publish the advert?
Yes, an agency can assist, but the employer remains responsible for the accuracy of the advert and the applicable FCF process.
Can I use the same advert for several EP applications?
Only within the stated vacancy count and while the advert remains suitable for the applications. Keep the occupation, employer and salary aligned.
Can I use an old workbook to complete the form?
Use it as a preparation aid only. MCF fields and choices can change, so verify every item against the live form before publishing.
Use the current MOM position.
This guide is general information for employers. Advertising requirements, exemptions, fields and record-keeping practices can change.