Advert versus shortlist
A job notice that asks for five years of experience is not a licence to discard anyone without a degree, a particular school, or a postcode. When the live shortlist drifts from the published bar, you inherit both fairness questions and a weak defence if a complaint arrives.
Indicative duration: 10–14 working days. A firm timetable sits in the engagement letter after we see the sample.
We take the public advertisement, the internal requisition, and the actual shortlist. We score each discarded and advanced file against the written criteria, then interview the people who made the calls. Informal rules — “we know the type”, “the manager prefers someone local” — are recorded as findings, not gossip.
We read criteria against your own policies and against the practical expectations of the Employment Act framework and related guidance that employers in Sarawak actually work with. We flag nationality, language, age, and family-status filters when they appear as unstated gates.
If this is not the right cut of the file, the full list of reviews may fit better. To talk through scope, ask the desk for a briefing.