- Give the job
as complete and meaningful a title as possible. Make it easy for
job seekers to quickly determine if your job is of interest to them.
- You can copy/paste
text from a word processor or your internal database system into
the description field.
- Dress up the
description a little: with care you can use HTML tags (html or hypertext
markup language is the code behind web pages) in the description
text.
Follow the convention of <start tag attribute>text
here</close tag attribute>.
Examples include:
<b>bold text</b>
<i>italic text</i>
<center> centred text</center>
<u> underlined
text </u>
If you do this, always preview your ad before saving to ensure the
effect is what you were expecting!
- Be careful
to select the Industry, Responsibility and Functions field which
is the closest match to the job. Job seekers will use these categories
to refine their searches of the database.
Advertiser
Content Policy
The content and classifications of jobs advertised allows jobseekers
to identify those positions which best suit their search criteria. This
policy aims to ensure that both advertisers and candidates get the most
out of this process by providing guidelines for appropriate listings
content. Advertisers should endeavour to post as much information as
possible about the job being advertised in each listing in order to
facilitate the jobseeker's searching process. All field selections used
to categorise the listing should be appropriate and relevant to the
job being advertised. The advertiser should not attempt to manipulate
the search engine through intervention, either in the body of the advertisement
or in the surrounding code. Advertisers should be aware that deliberate
misrepresentation of the position, whether through the field selections
or in the body of the advertisement, can be interpreted as breach of
the Fair Trading Practices, Section 52 and may leave the advertiser
open to legal action.
What the law says
1. Relevant legislation makes it generally unlawful for an advertiser
to show any intention to discriminate on the basis of sex, pregnancy,
age, marital status, political or religious belief or activity, parental
or carer status, physical features, disability, lawful sexual activity/sexual
orientation, HIV/AIDS status or on the basis of being associated with
a person with one of the above characteristics, unless covered by an
exception or granted an exemption under the legislation.
For more information about discrimination in advertising contact your
legal advisers or the Equal Opportunity Commission.
2. Misleading job advertisements are a criminal offence under the Trade
Practices Act and State and Territory fair trading legislation.
Section 53B of the Trade Practices Act specifically prohibits a business
from doing anything likely to mislead people about the availability,
nature, terms or conditions of employment. Section 59 prohibits false
or misleading representations about the profitability or practicability
of home-operated businesses. The court has the power to impose heavy
penalties for breaches of these provisions for companies.
A breach of the law does not depend on whether the advertiser intends
to mislead. What matters is whether the claims or representations do
mislead or are likely to. Omission of significant information may also
be regarded as misleading by the courts.
Questions ?
If you have any questions about these guidelines, please contact
the Trade Practices Commission in your state, before posting the advertisement
on the site. An advertiser failing to comply with these conditions will
be notified, and deliberate or repeated abuse of the service may lead
to termination of the service.
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