Question 1

Where do employers start on SGJobseeker?

Accepted Answer

Employers start from the employer site, create an employer account, and then set up their company profile before posting roles.

Question 2

Who should own the employer account internally?

Accepted Answer

Someone who can coordinate hiring operations reliably, not just someone available on launch day. Profile ownership, posting quality, and applicant handling should have a clear internal owner.

Question 3

Should multiple teammates share one login?

Accepted Answer

No. Keep access accountable. Applicant review and company-profile changes should map to named internal owners wherever possible.

Question 4

What should be ready before we open the account?

Accepted Answer

Basic company information, who can review candidates, how you want salary ranges handled, and what your hiring process actually looks like.

Question 5

Why does the company profile matter so much?

Accepted Answer

Candidates use it to decide whether the employer feels credible before they spend time applying. Weak profiles create hesitation even when the job itself is good.

Question 6

What should a useful company profile include?

Accepted Answer

A clear business description, operating context, hiring story, and branding that matches how the company presents itself elsewhere.

Question 7

Should the company profile mention salary or hiring philosophy?

Accepted Answer

If those are part of how you want to be understood, yes. Candidates respond well to concrete signals such as salary transparency and a cleaner hiring process.

Question 8

How polished does the employer profile need to be before we post jobs?

Accepted Answer

It does not need to read like a marketing site, but it should answer basic trust questions cleanly before candidates hit apply.

Question 9

Why does SGJobseeker push salary ranges so hard?

Accepted Answer

Because salary clarity improves candidate trust and self-selection. It helps lower-fit applicants screen themselves out earlier.

Question 10

What should we lock down before publishing a job?

Accepted Answer

Title, scope, salary range, work arrangement, location constraints, and any screening questions that reflect real deal-breakers.

Question 11

How do we reduce low-fit applicants without making the form heavy?

Accepted Answer

Write a clearer role first, then use only a small number of screening questions tied to real requirements. Long forms are not the same as strong filters.

Question 12

Should we post broad requirements to attract more candidates?

Accepted Answer

Usually no. Broad requirements create broader applicant noise. Clearer criteria improve the ratio of relevant applicants to screening time.

Question 13

How should we review applicants once a role goes live?

Accepted Answer

Use consistent criteria tied to the job post, not shifting impressions after the fact. That makes the funnel cleaner and easier to defend internally.

Question 14

What is the biggest applicant-review mistake?

Accepted Answer

Reviewing against an unclear role. If the team never agreed on what good looks like, every profile review becomes slower and more subjective.

Question 15

Should we rely on gut feel in early screening?

Accepted Answer

No. Early review should be anchored to the actual role constraints, core skills, and salary logic already stated in the post.

Question 16

How should we handle candidate data after review?

Accepted Answer

Access should stay limited to people involved in hiring, and applicant data should only be kept for as long as there is a clear business or legal reason to retain it.

Hiring-side questions
with their own branch.

Employer account setup

Employer company profile

Posting jobs

Applicant review

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