EMPLOYER & RECRUITER POLICY
Effective Date: 28 September 2026 Last Updated: 28 September 2026
This Employer & Recruiter Policy applies to all companies, employers, recruiters, consultants, agencies and authorised representatives using Bevantage HR.
1. EMPLOYER ELIGIBILITY
Employers and recruiters must provide accurate information regarding their organisation and recruitment requirements.
Bevantage HR may request reasonable documentation to verify:
company identity;
business operations;
authorised representative;
recruitment requirement; or
job vacancy.
2. AUTHENTIC JOB VACANCIES
All vacancies posted through Bevantage HR must represent genuine employment or internship opportunities.
Employers must not publish:
fake vacancies;
misleading job advertisements;
fraudulent work-from-home opportunities;
deceptive business opportunities;
illegal employment opportunities;
pyramid schemes disguised as employment;
vacancies requiring unlawful payments; or
advertisements designed primarily to collect personal information.
3. ACCURATE JOB INFORMATION
Employers must provide accurate information regarding:
job title;
responsibilities;
required qualifications;
experience;
work location;
employment type;
salary or compensation where required;
working conditions; and
application procedure.
Material changes to a vacancy should be communicated promptly.
4. NON-DISCRIMINATION
Employers must comply with applicable laws relating to employment and recruitment.
Job advertisements should not contain unlawful discriminatory requirements.
5. CANDIDATE INFORMATION
Candidate information provided through Bevantage HR must be treated as confidential and used only for legitimate recruitment and employment-related purposes.
Employers must not:
sell candidate data;
distribute resumes without appropriate authority;
use candidate data for unrelated marketing;
create unauthorised databases;
scrape candidate information;
contact candidates for unrelated commercial purposes;
share candidate information with unauthorised persons; or
retain candidate data unnecessarily.
6. CONTACTING CANDIDATES
Employers should contact candidates only in connection with legitimate recruitment, employment or related HR purposes.
Employers must not engage in:
spam;
harassment;
threatening communications;
misleading recruitment;
fraudulent offers; or
inappropriate requests for personal information.
7. FEES CHARGED TO CANDIDATES
Employers must clearly communicate any legitimate fees associated with services they independently provide.
Employers must not represent that payment to Bevantage HR guarantees employment.
Any suspected fraudulent demand for money from a candidate should be immediately reported to Bevantage HR.
8. CANDIDATE SELECTION
The employer is responsible for:
candidate evaluation;
interviews;
technical assessments;
background checks;
reference checks;
salary negotiation;
offer letters;
employment agreements; and
final hiring decisions.
Bevantage HR does not guarantee that a particular candidate will be suitable for a particular position.
9. BACKGROUND VERIFICATION
Where background verification is required, the employer should obtain appropriate permissions and conduct verification in accordance with applicable law.
Employers should not request unnecessary sensitive personal information from candidates.
10. CONFIDENTIALITY
Employers must maintain appropriate confidentiality regarding candidate information and Bevantage HR's non-public business information.
11. DATA PROTECTION
Employers receiving candidate information through Bevantage HR are responsible for complying with applicable data-protection and privacy obligations relating to their independent processing.
Employers should establish appropriate:
access controls;
security measures;
retention periods;
deletion procedures; and
internal data-handling practices.
12. PROHIBITED ACTIVITIES
Employers and recruiters must not use Bevantage HR for:
fraud;
phishing;
identity theft;
illegal recruitment;
money laundering;
pyramid schemes;
deceptive business opportunities;
unauthorised data collection;
spam;
harassment;
discrimination; or
any unlawful activity.
13. ACCOUNT SUSPENSION
Bevantage HR may suspend or terminate an employer account or remove job advertisements where there is reasonable evidence of:
fraud;
fake vacancies;
misuse of candidate data;
unlawful activity;
repeated complaints;
misleading information; or
violation of this Policy or the Terms & Conditions.
14. COMPANY RESPONSIBILITY
The employer remains responsible for its:
job advertisements;
recruitment process;
employment offers;
salary commitments;
employee contracts;
statutory obligations;
workplace practices; and
treatment of candidates and employees.
15. INDEMNITY
To the extent permitted by applicable law, an employer may be responsible for losses or claims arising from its unlawful job advertisement, misuse of candidate information, fraudulent activity, or violation of applicable law.
Specific indemnity obligations may additionally be set out in an employer service agreement.
16. REPORTING MISCONDUCT
Candidates and other users may report suspicious vacancies, fraudulent recruiters, inappropriate communications or misuse of candidate information to:
Email: admin@bevantagehr.com WhatsApp: +91 86374 13293
Bevantage HR may investigate reported matters and take appropriate action.
17. ACCEPTANCE
By registering as an employer, posting a vacancy, accessing candidate information or purchasing an employer service, the employer or recruiter confirms that it has read, understood and agreed to this Employer & Recruiter Policy.