At job12thpass.com, we understand that accurate information is important for people searching for government and private-sector employment opportunities.
Incorrect vacancy details, eligibility requirements, application deadlines or salary information can create confusion and may cause job seekers to miss important opportunities.
Our Fact-Checking Policy explains the steps and standards we aim to follow when researching and verifying information published on our website.
1. Our Commitment to Accuracy
We aim to publish recruitment and career-related information that is clear, relevant and supported by reliable sources.
Our fact-checking process focuses on:
- Verifying the identity of the recruiting organisation.
- Checking the authenticity of recruitment announcements.
- Reviewing educational qualifications and age requirements.
- Examining vacancy details and application deadlines.
- Checking salary and remuneration information.
- Explaining selection procedures accurately.
- Identifying outdated or conflicting information.
We aim to distinguish confirmed facts from estimates, historical information and general career guidance.
2. Preferred Information Sources
Whenever possible, we prioritise primary and official sources for recruitment-related information.
These may include:
- Official government department websites.
- Official recruitment board websites.
- Government recruitment notifications.
- Official corrigenda and notification amendments.
- Public-sector organisation websites.
- Official company career pages.
- Employer-issued recruitment advertisements.
- Relevant government rules and published guidelines.
Secondary sources may be used to understand background information, but important recruitment conditions should be checked against the relevant official source whenever available.
3. Verification of Government Job Notifications
Before presenting a government recruitment announcement as confirmed, we aim to examine the available official information.
Our review may include:
- Identifying the department or recruitment authority.
- Checking whether the notification is available through an official source.
- Reviewing the advertisement or notification number, where provided.
- Checking the post names and advertised vacancies.
- Examining educational qualifications and age conditions.
- Reviewing application dates and fees.
- Checking the selection process and application instructions.
- Looking for official corrections, extensions or cancellation notices.
If an official notification cannot be located or independently verified, we avoid presenting the recruitment as officially confirmed.
4. Verification of Private Job Opportunities
For private-sector recruitment information, we aim to use sources such as:
- Official company career websites.
- Employer recruitment announcements.
- Verified employer communications.
- Official job application portals operated by the relevant organisation.
We distinguish between information published by an employer and information reported by third-party job platforms.
A vacancy appearing on a third-party platform does not automatically establish that it is genuine or currently available.
Candidates should verify the opportunity through the employer before sharing personal documents or paying any requested fee.
5. Educational Qualification and Age Requirements
Eligibility requirements can vary between posts, employers and recruitment cycles.
We aim to check the exact qualification and age conditions stated in the relevant notification.
This includes reviewing:
- Minimum educational qualification.
- Required subjects or academic specialisations.
- Technical qualifications or certificates.
- Work experience requirements.
- Minimum and maximum age limits.
- Applicable age relaxations.
- Category-specific eligibility conditions.
We do not assume that a qualification accepted for one post will automatically be accepted for another post.
6. Salary and Remuneration Verification
Salary information is an important consideration for job seekers.
Where possible, we check salary details against official notifications, employer announcements or applicable pay rules.
We aim to distinguish between:
- Basic pay.
- Pay level or pay scale.
- Allowances and other benefits.
- Gross salary.
- Estimated in-hand salary.
- Fixed-term or contractual remuneration.
- Historical salary references.
When exact current figures cannot be verified, we avoid presenting estimates as guaranteed earnings.
Salary may vary according to the employer, location, employment category, applicable deductions and service conditions.
7. Vacancy Numbers and Application Dates
Vacancy numbers and application deadlines can change through official amendments.
We aim to check the latest available notification and relevant updates before publishing or revising these details.
If a recruitment authority changes the number of vacancies, extends an application deadline or cancels a recruitment process, we aim to update the relevant article when reliable information becomes available.
Readers should always check the latest official notice before applying.
8. Handling Unverified Information
We do not intentionally present rumours, forwarded messages, unverified social media posts or speculative recruitment announcements as confirmed facts.
When reliable confirmation is unavailable, we may:
- Exclude the claim from the article.
- Clearly identify it as unverified information where discussion is genuinely useful.
- Explain that official confirmation is awaited.
- Direct readers to check the relevant recruitment authority.
We do not invent vacancy numbers, recruitment dates, salary figures or official notification details to make an article appear complete.
9. Historical and Reference Information
Some articles may discuss previous recruitment cycles, historical pay structures or past eligibility requirements.
Such information is intended for background and general understanding.
We aim to identify historical details clearly and avoid suggesting that previous recruitment conditions automatically apply to current vacancies.
The latest applicable notification and rules take precedence.
10. Corrections and Verification Requests
We welcome readers who identify inaccurate, outdated or unclear information.
To request a review, please email us with:
- The article title or page details.
- The specific information that appears incorrect.
- A brief explanation of the issue.
- An official notification or reliable supporting source, if available.
We will review the submitted information and make corrections where appropriate.
Email: [email protected]
11. No Guarantee of Recruitment or Employment
Our fact-checking process is intended to improve the reliability of published information.
It does not mean that we are involved in recruitment or can guarantee a job, interview, appointment or selection.
job12thpass.com is an independent informational website and is not an official government recruitment portal.
Candidates are responsible for verifying their eligibility and applying through the official or authorised channels.
12. Policy Updates
We may revise this Fact-Checking Policy as our research practices, website operations or applicable requirements change.
Any updated version will be published on this page.
13. Contact Information
For questions about our fact-checking practices, source verification or recruitment information, contact us:
Website: job12thpass.com
Email: [email protected]
Our goal is to make job-related information more understandable, transparent and useful for every reader.