Build trust from your very first job post.

01Publish real, authorised vacancies

Post only a current role that your organisation is legitimately hiring for, or that you have clear authority to recruit on behalf of. A general advertisement for a database of resumes should not be presented as an active job. Do not imply guaranteed selection, placement or joining.

• Keep positions open only while recruitment is actually underway.
• Identify the employer truthfully; agency postings should disclose their recruiting role.
• Describe a real vacancy with substantive responsibilities and relevant qualifications.
• Do not copy another company’s listing or use its brand without authorisation.

02Write transparent, searchable job details

Use a plain-language title such as “Front Desk Associate” or “Junior Accountant” rather than exaggerated titles filled with keywords and symbols. Include work location, employment type, scope of responsibilities, reporting requirements, working pattern, skills and experience. Salary information is strongly encouraged when available and must be accurate if stated.

• Do not describe a physical workplace job as remote to gain more applications.
• Do not include unrelated search terms or multiple roles under one misleading headline.
• State whether the vacancy is for experienced candidates, freshers or both.
• Provide honest working hours, shift requirements and notice-period expectations where relevant.

03Never demand money or sensitive credentials

Job seekers must not be asked to pay registration charges, security deposits, training advances, interview booking fees, placement charges or refundable “verification” payments as a condition of hiring through a RozgarBell employer listing. Never request bank passwords, UPI PINs, OTPs, account credentials or remote access to a candidate’s device.

Any role involving financial transfers from applicants, advance payments to personal accounts or misrepresented costs can be rejected or removed. Employers must not use the listing to advertise unrelated investment, betting, lending or referral schemes.

04Represent your organisation accurately

Provide a genuine company or business name and truthful recruiter contact details. Do not impersonate a government department, educational institute, multinational business or another employer. Government recruitment announcements are editorial items sourced from recruiting authorities; they cannot be submitted as private vacancies through the employer form.

RozgarBell may request factual clarification about a vacancy or organisation before publication. A listing’s appearance on the platform does not constitute a guarantee or endorsement of the hiring entity.

05Practise fair and respectful recruitment

Use job-related selection criteria, communicate expectations clearly and avoid discriminatory or harassing language. Where a legal or genuine occupational requirement applies, explain it accurately rather than making a blanket exclusion. Interviews should be professional, proportionate and relevant to the advertised position.

Applicants should know what they are applying for and should not be tricked into an unrelated role, commission-only arrangement or undisclosed employment conditions.

06Protect applicant data and obtain appropriate consent

Only collect personal information reasonably needed to assess the advertised vacancy and communicate about recruitment. Restrict access to authorised hiring staff, keep applicant data secure, follow applicable Indian privacy law and avoid collecting identity or banking records at early stages unless strictly necessary and lawfully justified.

• Do not sell, reuse or share applicant data for unrelated marketing.
• Do not request passwords, OTPs, payment information or unnecessary sensitive documents.
• Use the contact channel shown in the listing for recruitment communication, and explain third-party application destinations.
• Honor legitimate requests about applicant data as required by applicable law.

07Keep listings accurate, current and accessible

Edit or close a listing when the vacancy is filled, the deadline passes or the recruitment plan changes. Do not deliberately revive expired jobs to appear newly published. Correct inaccurate location, salary, responsibilities or application links promptly. Make the application route work on mobile and clearly describe any necessary external steps.

Listings and edits may be re-reviewed, unpublished or rejected if information cannot be confirmed or no longer reflects an available opportunity.

08Be accountable for your employer account

Use your own authorised employer credentials and keep them private. Do not permit third parties to post under your identity without permission. Suspected compromise, impersonation or malicious recruiter activity should be reported through the site’s available contact channel or administrator. Repeated or serious violations can lead to removal of content or restricted posting privileges.