Argyll Scott is committed to adopting fair and merit-based employment practices towards our candidates, as detailed under Tripartite Guidelines on Fair Employment Practices (“TGFEP”).
Our fair employment practices are centred around five core principles:
We recruit based on merit
We respect our candidates
We provide fair opportunities
We reward fairly
We comply with local labour laws
Consistent and fair selection criteria
Argyll Scott consistently applies relevant and objective selection criteria toward all our candidates. Acceptable requirements include educational qualifications, type of experience required for the job, amount of experience, specific skills, and candidate’s willingness to commit to particular job requirements and characteristics.
As long as a candidate is able to perform the requirements of the job, Argyll Scott will consider disabled candidates on a consistent and fair basis.
Local hiring and development
Argyll Scott will make every reasonable effort to attract and consider Singaporeans for all job positions from clients, in line with the TGFEP.
Job advertisements
Argyll Scott avoids using words or phrases in our job advertisements that could be perceived as discriminatory. Information on words or phrases to avoid in job advertisements will include age, race, language, gender, marital status and family responsibilities and religion.
In the event of a specific requirement for the job position, the reason for the requirement will be stated in the advertisement.
All selection criteria is stated clearly in our job advertisements, and is principally related to qualifications, skills, knowledge and experience.
Job interviews
All of our consultants are trained to refrain from asking sensitive questions or making non-job-related comments. Argyll Scott ensures that the interviewing process is fair and unbiased. Reasons will be made known to interviewees should questions which may be perceived as discriminatory be asked.
Changes to these practices
Argyll Scott may amend these practices in line with changes in regulations from the Ministry of Manpower. You can visit the Ministry of Manpower (MOM) website to keep up to date with any changes.