Last Updated: October 2026
1. Why This Policy Exists
Job seekers make consequential decisions based on the information they read online. A single fabricated recruitment notification, an incorrect eligibility criterion, or a fake application link can cost a reader money, time, or an opportunity. job.fastrojgar.in therefore treats fact-checking as the foundation of every article we publish, not as a final editorial step. This policy sets out how we verify claims, what standards we apply, and how we correct mistakes when they occur. It works alongside our Editorial Policy, which explains our broader publishing principles.
2. What We Verify
We distinguish between factual claims that must be verified and general guidance that reflects our editorial judgement. Factual claims include: the existence of a recruitment notification; the name of the issuing department, company, or institution; vacancy counts; eligibility criteria such as age limits, educational qualifications, and experience requirements; salary figures and pay scales; application deadlines; official application URLs; and organisational details such as accreditation, affiliation, and location. General guidance — for example, advice on how to prepare an application or approach an interview — is labelled as guidance rather than fact.
3. How We Verify Recruitment Claims
For every recruitment notification we publish, our first check is always the originating source. A notification is not published until a writer has located the official circular, departmental notice, company career page, or verified recruitment portal that announces the vacancy.
Where a notification is circulating on social media or WhatsApp forwards but cannot be traced to an official source, we treat it as unverified and either do not publish it or publish it with an explicit warning that it has not been confirmed. Fake government job websites and appointment letters are a persistent problem in India. We cross-check application links against official domains wherever possible, and we flag any recruitment that demands a registration fee, medical fee, or document-verification payment before an offer is confirmed.
4. How We Verify Salary and Eligibility Data
Salary figures, pay scales, age limits, and qualification requirements are the details readers most often rely on when deciding whether to apply, so they receive particular scrutiny. Figures are checked against the official notification and are dated so readers know when the information was confirmed. Where a pay range varies by post, region, experience, or category, we present the range and explain the variables rather than quoting a single headline figure. Where a detail is ambiguous in the source notification, we say so rather than resolving the ambiguity ourselves.
5. Sourcing Standards
We prefer primary sources: official circulars, government portals, company recruitment pages, and official programme documentation. Secondary sources — news reports, aggregator sites, and social media posts — are used to identify leads but are not treated as confirmation on their own. When a claim cannot be verified through a primary source, we say so in the article. We do not present unverified information as established fact, and we do not remove caveats to make a job opportunity sound more attractive.
6. Non-Partisanship and Consistency
We apply the same verification standard to every claim we check, regardless of which department, company, or sector it concerns. We do not concentrate our fact-checking on any one employer or recruitment authority. Our judgements are based on the evidence available, not on commercial relationships or external pressure.
7. Separation of Fact-Checking from Commercial Interest
Fact-checking must be independent of advertising and partnership relationships. No advertiser, recruitment agency, or employer can pay to have a claim verified, to have a caveat removed, or to have an unverified vacancy presented as confirmed. Where content is sponsored, it is labelled as sponsored, and the fact-checking standards described in this policy still apply.
8. Corrections and Updates
Errors happen. When a reader or our own review identifies a factual error — a wrong deadline, an incorrect salary figure, a broken application link, a misstated eligibility criterion — we correct it promptly. Where the correction materially changes the guidance a reader would take from the article, we add a visible note explaining what was changed. We do not silently delete errors. Readers can report suspected errors through our Contact Us page. Corrections are logged internally so that recurring problems in sourcing or verification can be addressed.
9. Transparency About Limits
We are a career-information platform, not a recruitment agency or a government authority. We verify what we can against official sources, but we cannot guarantee that an employer will honour a vacancy, that a selection process will proceed as announced, or that a salary quoted in a listing will be paid in practice. Where our information is time-sensitive — as with rolling recruitment or annual notification cycles — we date the article and advise readers to confirm details on the official application page before acting.
10. Reader Responsibility
We encourage readers to treat any job offer that demands upfront payment, requests sensitive documents before an official selection process, or cannot be traced to an official domain with suspicion. Our fact-checking reduces risk; it does not eliminate it. The final verification step — checking the official portal before paying or sharing personal information — belongs to the reader. We also urge readers to report suspected fraud through our Contact Us page so that we can warn others.
11. Contact
Questions about this policy, corrections, or fact-checking suggestions can be sent through our Contact Us page. We also invite you to read our Editorial Policy, Privacy Policy, GDPR Policy, and Disclaimer for a full picture of how the site operates.