Everything you need to know about JobRatings

JobRatings assesses the information presented in a job ad against the requirements in the published JobRatings standard.

The assessment looks for important details candidates should receive before applying, such as pay, location, working arrangements, employment type, working hours, responsibilities, candidate requirements and the hiring process.

JobRatings assesses whether this information is included. It does not independently verify whether every statement made in the job ad is accurate.

No. JobRatings rates the information provided in a specific version of a job ad.

A rating is not a judgement about the employer, its workplace, the quality of the role or whether someone should apply. Different job ads published by the same employer may receive different ratings.

No. A JobRatings badge is not a legal-compliance certification and should not be presented as one.

It shows how a particular job ad performed against the published JobRatings standard. Employers remain responsible for complying with all laws and regulations that apply to their organisation, location and vacancy.

JR-A is the highest rating and indicates that the job ad achieved the strongest weighted disclosure result under the published standard.

JR-B indicates a strong weighted disclosure result, with some room to provide candidates with greater clarity or completeness.

JR-C indicates that some important information is present, while other requirements remain missing or uncertain.

JR-D indicates that substantial information candidates may need before applying is missing or cannot be confidently identified.

Grades reflect the configured point values, partial-credit rules and thresholds in effect when the advertisement is assessed. The public rating record shows the findings behind the grade. Current requirements and rating thresholds are available on the Rating System page.

Every rating is based on the information detected in the submitted job ad and the rules in effect when it was assessed.

Your result identifies what was found, what was missing or uncertain and the wording supporting each finding. Open the rating record to see how the overall grade was reached.

Yes. You can update the job ad to address missing or uncertain information and submit the revised version for a new assessment.

The revised job ad will receive its own result based on the version submitted and the standard in effect at that time.

Yes. If you believe the system missed relevant information or interpreted part of your job ad incorrectly, you can request a manual review from My Ratings.

Include the relevant wording and explain why you believe the result should be reconsidered. A review may confirm the original decision or update the rating when appropriate.

A rating applies to the exact version of the job ad that was assessed.

Its verification record may remain available as a historical record, but the badge should not be applied to a materially changed, renewed or republished job ad. Submit the updated job ad for a new assessment before displaying a badge with it.

Yes. A badge may be withdrawn or marked as no longer valid if the associated job ad is materially changed, the rating is revised following a review, misleading information was submitted or the badge is used in a way that misrepresents what JobRatings assessed.

The public verification record provides the current status of the rating. Previously downloaded badge images may not update automatically and should always be checked against that record.

Every valid badge is connected to a JobRatings verification record.

Select the badge or enter its rating ID on the Check Rating page to view its grade, status, assessment date and supporting results. A badge that cannot be connected to a valid JobRatings record should not be treated as verified.

JobRatings uses machine-learning assistance to recognise different ways employers may express similar information.

Machine learning can identify possibilities, but it does not independently approve wording or determine the final badge. Suggested wording must be reviewed by a human before it can become an accepted part of the assessment system.

Machine learning spots the possibilities. Human review approves the wording. Published rules determine the badge.

JobRatings processes the submitted job ad to generate its assessment and maintain the associated rating record.

The machine-learning system does not train on complete job ads, resumes, names, email addresses or candidate information. Only short wording examples approved through the review process may be used to improve wording recognition.

More information about how submitted information is handled is available in the Privacy Policy.

Job seekers can vote on the information they believe employers should include and propose changes to the published standard.

Votes and suggestions help JobRatings understand candidate priorities, but they do not automatically change the rating rules. Proposed changes must be reviewed before they are included in a future version of the standard.

Yes. JobRatings welcomes review, research and pilot discussions with government bodies, workforce organisations, universities and independent researchers.

The published standard is designed to be open to informed scrutiny and improvement. Contact us if your organisation would like to examine the methodology, provide evidence or discuss a structured pilot.

Yes. Job boards, applicant-tracking systems and recruitment platforms can contact JobRatings to discuss assessment and badge integrations.

The appropriate approach will depend on the platform, submission process and intended use. Integration does not allow a platform or employer to influence the rating awarded.

Yes. JobRatings is an independent rating system. It is not a government agency, regulator, job board or recruitment company.

Ratings are determined by the published standard and the information contained in the submitted job ad. Employers cannot purchase a higher grade or pay to alter an assessment result.