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With the Workplace Fairness Act expected to take effect by end-2027, employers should also review how hiring decisions are made throughout the recruitment process. In Part 2 of this two-part series, we look at how fair candidate assessment, recruitment documentation and employment offers can support fair and consistent hiring outcomes.
Written by Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP).
Applying fair recruitment principles throughout the hiring process
Fair recruitment does not end with attracting candidates. Ensuring that hiring decisions are made consistently, objectively and based on merit is equally important. As employers prepare for the Workplace Fairness Act (WFA), reviewing candidate assessment processes, recruitment documentation and employment offers can help strengthen fairness and transparency throughout the recruitment journey.
Standardising candidate shortlisting and assessment processes 
Consistency is central to fair hiring. Applying the same job-related criteria throughout the hiring process helps ensure candidates are assessed consistently and objectively.
Actions to take:
- Review and update job application forms to collect only information relevant to assessing suitability for the role (such as skills, experience, and any legal or regulatory requirements for the role or industry). Personal details such as NRIC number and date of birth should generally be omitted and collected only at the point of the job offer.  
- When tests are used, administer them consistently to all candidates applying for the same role, and review them regularly to ensure they remain relevant and unbiased in content or scoring. Pre-placement tests or assessments that evaluate criteria unrelated to the role may unfairly screen out otherwise suitable candidates. For example, requiring candidates for an administrative role to complete a physically demanding fitness test that is unrelated to the job requirements. 
- Use an objective and consistent set of interview questions that are directly related to the selection criteria for the role, such as skills, knowledge and experience. 
- Provide interviewers with training on fair hiring, including their obligations under the Tripartite Guidelines on Fair Employment Practices (TGFEP) and the WFA.
- Use evaluation forms to support consistent and objective assessment. Where possible, consider using an interview panel with a mix of age, gender and experience to provide multiple perspectives and reduce bias in the interview process.
Why is keeping recruitment records important?
Employers may face difficulty substantiating how hiring decisions were made if proper recruitment records are not maintained, particularly where decisions are challenged or reviewed.
Clear documentation helps employers demonstrate that hiring decisions are merit-based and not influenced by non-job-related factors. It also enables employers to review whether shortlisting criteria have been applied consistently across candidates.
Actions to take:
- Maintain records of interviews, assessment results, and hiring decisions for each recruitment exercise for at least one year.
- Store records securely to support transparency, audit needs and compliance with relevant guidelines and laws. 
How can employers ensure fairness at the job offer stage?
Fair recruitment extends to the job offer stage. Employers should prepare clear and comprehensive job offers that set out key employment terms such as salary, benefits, responsibilities and start date. 
Clear employment terms help set expectations, reduce misunderstandings and allow candidates to seek clarification where needed, increasing the likelihood of acceptance.
Actions to take:
- Ensure that employment terms and conditions comply with the Employment Act and other relevant employment-related requirements.
- Base salary offers and employment terms on clear and consistent frameworks to support equity across your organisation. 
- Provide candidates with sufficient time and opportunity to clarify and consider the terms and conditions of the offer before acceptance.
- Conduct periodic reviews and benchmarking to help maintain fairness and consistency across your organisation.
Bringing it all together
Fair recruitment is a key priority for employers preparing for the WFA. By taking deliberate steps across each stage of recruitment and putting clear hiring policies in place, organisations can establish fair, consistent and defensible recruitment practices while strengthening their overall readiness for the WFA. 
The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) provides information and resources to help employers and HR professionals keep abreast of HR best practices. For more resources on fair recruitment in preparation for the WFA, employers may refer to the ‘Fair Recruitment and Selection Handbook’ , the ‘Introduction to Fair Hiring’ e-learning course, and other resources on TAFEP’s one-stop resource page on workplace fairness at tafep.sg.
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