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One of the two Sydney teams playing cricket in the Big Bash League (BBL), Sydney Thunder, called out a “false” job advertisement posted by Australia-based Denovo Consulting.
Writing on its LinkedIn company page, Sydney Thunder cited a recent advertisement seeking a membership manager for a Sydney BBL team – affirming “Cricket NSW and the Sydney BBL teams have no such position available, nor do we have, or have we ever had, a relationship with Denovo Consulting.”
“Recently a recruitment advertisement appeared on Seek and LinkedIn for a Membership Manager for a Sydney BBL team. The advertisement was posted by a recruiting firm called Denovo Consulting. The advertisement was false. Cricket NSW and the Sydney BBL teams have no such position available, nor do we have, or have we ever had, a relationship with Denovo Consulting. If you have submitted an application to, and/or been contacted by Denovo Consulting in relation to the advertisement, for example to schedule an interview, please contact us on 02 8302 6066 so we can take appropriate action.”
We reached out to Rachel Mason, marketing and operations manager at 33 Talent, to identify the best ways for recruiters and job seekers to deal with fake job postings.
Q. What’s the best (and fastest) way to spot a fake job posting?
Often the fake job posting will look vague with very few details, or be too good to be true (e.g. offering a huge salary and perks, or those “I made 2 million dollars in one week – so can you” type adverts).
One of the biggest indicators is that they will have a contact address that ends in Gmail or Yahoo etc. rather than a proper company email address.
Also check the format of the advert – does it look like it’s just been copied and pasted from somewhere else?
A quick Google search will hopefully show you if the company is real or not, and if it’s a Singapore recruitment agency that is advertising the role you can check if they are licensed at: https://services.mom.gov.sg/eadirectory/.
Q. How widespread is this problem?
I haven’t seen a huge amount of it going on in Singapore, as there is a lot of regulation in place to protect job seekers, especially for recruitment agencies.
Most job boards also require employers and recruitment agencies to pay to post their job adverts, so I’d recommend checking out respected job boards or recruitment company websites, rather than directory sites where anyone can post for free!
I think most job seekers in Singapore are pretty savvy about doing their research before they apply to a job, so (I hope) most people wouldn’t get caught out by fake postings, but it’s always good to be aware they do exist.
Q. What do you do once you spot something like this – who do you reach out to?
If you think you’ve spotted a fake job, the best thing to do is contact the job board where you found it.
For example when a few of the jobs 33 Talent were advertising for our clients were re-posted under a fake account with different contact details, I contacted all the job boards and they immediately took down the jobs and they then blocked the fake accounts from posting again – it’s in their best interests to make sure the jobs they are sharing with their users are real.
And of course, you can always call the company up to see if they really are advertising the role.
You could also report the jobs to MOM – especially if they look like they are breaking any employment laws by offering visas or trying to collect personal details for purposes other than employment.
Q. A couple of studies say recruiters sometimes post fake job postings purposely, why is this?
There are two main reasons why recruiters might do this, the most annoying one for job-seekers is if they just need to do research on a certain industry or sector so they try to collect as many CVs and salary details as they can, and then you’d never hear back from them.
The other reason some recruiters might do it is to reach out to a certain sector where they work on a lot of similar roles – rather than posting five similar job ads for each client they are working with, they might post one more general one and then discuss a variety of job options with the candidates that apply.
It’s an older tactic and usually a waste of time for both sides but some agencies still do it.