Employer FAQs: Answers for Hiring and Job Posting

Businesses and authorised recruiters hiring for hospitality, tourism, travel, events and related roles may use the employer journey, subject to the platform's eligibility checks and terms.

Hotels, resorts, restaurants, cafés, travel companies, tour operators, event businesses and other relevant organisations may find the platform useful. Availability of particular categories should be confirmed on the live site.

Open the employer registration route and follow the current sign-up instructions. Provide accurate business and contact details, then complete any verification steps requested by the platform.

An employee or recruiter should have permission from the organisation to create or manage its account and publish vacancies. Do not claim to represent a business without authorisation.

Have your organisation's name, business contact details, hiring contact and basic company information ready. Additional documents may be requested if needed for verification.

Any free registration offer, job-posting limit or promotional period must be checked on the current YesToJoin.com employer flow. Review the displayed terms before confirming registration.

Recruitment agencies may use the service where permitted by the platform's current terms. Agencies should clearly identify themselves and must have authority to advertise roles for their clients.

Use the available sign-in or account-recovery options on the portal. If the issue continues, contact support and describe the error without sending your password or one-time passcode.

Use the account's profile-management features if available. Keep the organisation name, hiring contact and other published details accurate and up to date.

A review may be needed to confirm the organisation, clarify a vacancy, investigate a report or address a possible policy concern. Respond to any legitimate request through the official support channel.

Sign in through the employer journey, open the job-posting option and complete the available fields. If you are directed to YesToJoin.com to finish the process, follow that official flow.

Provide a clear job title, employer identity, work location, key responsibilities, essential qualifications or skills, experience expectations, employment type and realistic compensation information where available.

The number of vacancies you can publish may depend on your account, current plan or promotion. Check the limits and terms shown in the employer dashboard before posting multiple jobs.

If editing is available in your employer dashboard, update the listing there and save the changes. Check the live page afterwards to confirm that the corrected details appear.

Use the available close, pause or expiry controls in the employer account. If no control is available, contact support and provide the job title and listing reference.

A listing may be awaiting review, incomplete, expired, paused or affected by a technical issue. Check its status and any messages in your account, then contact support if the reason is unclear.

Advertise genuine, lawful vacancies relevant to the platform's permitted sectors and categories. A listing should describe a real opportunity and must comply with applicable law and the job-posting policy.

Yes, where relevant and accurate. State whether pay is monthly, daily or otherwise, and explain any accommodation, meals, service charges or deductions clearly to avoid misleading applicants.

Use the relevant employment-type option if it is available and permitted. Label the arrangement accurately, including whether it is paid, its duration and the expected working hours.

Use a specific title, concise responsibilities, realistic requirements, a clear work location and transparent employment terms. Avoid keyword stuffing, vague promises and requirements unrelated to the job.

Use the applicant or candidate-management features available in your employer account. Review each applicant against the role's stated criteria and follow applicable privacy and fair-hiring requirements.

No job platform can guarantee a particular number or quality of applicants or a successful hire. Results depend on factors such as role requirements, location, compensation, demand and listing quality.

Use the contact details and communication options lawfully available to you. Identify yourself and your organisation, explain the role and next steps, and respect the candidate's privacy and preferences.

Request only information that is reasonably necessary at the appropriate stage of recruitment, explain why it is needed and handle it securely. Avoid collecting sensitive documents prematurely.

Contact the candidate with the proposed date, time, format, location and interviewer details. Allow a reasonable opportunity to respond and promptly notify the candidate if arrangements change.

Employers make their own hiring decisions. Apply role-related criteria consistently, comply with applicable employment and anti-discrimination laws, and communicate respectfully.

Ensure the advertised title, duties, pay, location, working hours, employment status and benefits match the actual opportunity. Correct material changes promptly and tell affected candidates.

You can advertise a genuine vacancy and state the expected joining date. Do not promise instant placement or use urgency to pressure applicants into payments or unsafe disclosures.

Follow your normal recruitment process, document relevant communications and decide whether to reschedule. Keep communications professional and avoid sharing a candidate's personal information publicly.

Review the concern promptly, preserve relevant records and correct any inaccurate or unclear information. If the platform contacts you, respond through the official channel and follow its policies.

Check the current employer registration or job-posting page and the terms displayed before checkout or confirmation. Pricing and promotional conditions can change; do not rely on an old advertisement.

Do not assume a recurring charge applies or does not apply. Review the current payment screen, plan terms, renewal details and cancellation conditions before authorising any payment.

Keep the transaction reference and relevant confirmation, then contact support through the published official channel. Never send a full card number, password or one-time passcode.

Save relevant details, avoid opening suspicious links or sharing sensitive information, and report the issue through the platform's official contact or grievance route.

Use a unique strong password, protect sign-in codes, restrict account access to authorised staff and remove access when team members change roles or leave.

Only if you have permission to recruit or advertise on its behalf. Clearly identify the actual employer and avoid presenting a client vacancy as your own organisation's direct opening.

Do not publish fake vacancies, discriminatory or unlawful requirements, misleading compensation, impersonation, spam, deceptive schemes or requests that expose applicants to harm. Consult the Job Posting Policy for details.

Use the Grievance Redressal page for the available process and contact information. Include the relevant listing or account reference, dates and a concise description, while limiting personal data to what is necessary.

Use the Feedback or Contact page and describe the page or feature, what happened and what outcome you expected. Do not include passwords or sensitive financial information.

Review the Privacy Policy, Terms of Use, Job Posting Policy, Safety & Fraud Awareness and other applicable policy pages linked on the website. Seek independent legal advice where you need advice about your specific obligations.