1. About the Employer Account
   1. The organisation/company must provide documentation based on the nature of its business when registering for an Employer Account:
      1. Organizations / Companies preparing for their recruitment are required to provide their Business Registration (BR) or Certificate of Incorporation (CI)
      2. Personnel Consultancies / Recruitment Agencies that recruit and post job advertisments for other organizations / companies, are required to provide the Business Registration (BR) and Employment Agency License.

      In order to continue using the account and recruiting, an account holder is responsible for updating the company registration with HireBrilly within 1 month before the expiry date. HireBrilly reserves the right to suspend services (including paid services) for accounts whose company registration has not been updated in order to protect the rights of job seekers. In this case, no refund or extension of the service will be considered.

   2. A Business Registration / Company Registration Number can only be registered for one Employer Account only. No duplicate registrations is allowed.
   3. The Employer must ensure the accuracy of the information provided when registering the account. We have the right to reject the registration, or suspend the Account concerned.
   4. Each Employer Account is limited to one company logo upload. The Employer must ensure the company logo used belongs to the organization, and does not constitute copyright infringement, copying, and/or reproduction of any party’s material.
   5. The Employer acknowledges and agrees that the Account is solely for recruitment purposes only. Any use of the Employer Account other than for recruitment purposes is strictly prohibited, including but not limited to advertising the company’s products / services.
   6. We have the right to accept, reject or cancel the account applications, or suspend the Employer Account for any reason without liability.
2. Publishing Job Postings
   1. All job postings (no matter using Basic or Hire Brilliant / Other Paid Plan) are subjected to our terms and conditions.  The Employer agrees that no fees to be incurred to job seekers seeking job opportunities..
3. Recruitment Process
   1. The Employer is responsible to ensure the employment process complies with the laws of Hong Kong, including but not limited to, Labor Legislations, Disability Discrimination Ordinance, Sex Discrimination Ordinance, Race Discrimination Ordinance, Family Status Discrimination Ordinance, and The Personal Data (Privacy) Ordinance. HireBrilly disclaims responsibility to monitor any employment process, and not liable for any unlawful acts of Employers. However, HireBrilly reserves the right to suspend the Employer Accounts and to take legal actions to the account owner.
   2. The Employer agrees that no fees to be incurred to job seekers seeking job opportunities.
4. Receiving Job Applications
   1. We do not guarantee the accuracy of the job seekers’ personal information and resume. The Employer is responsible to verify all information provided by the Job Seeker during the recruitment process.
   2. We do not guarantee that all job applications will meet the requirements of the job postings.
5. Ensure that Your Recruitment Process Meets the Requirements of The Personal Data (Privacy) Ordinance
   1. The Employer understands and agrees that all personal data and resume of Job Seekers are for the sole purpose and use of recruitment, and the use of personal data for any new purpose is strictly prohibited (including but not limited to sales and marketing). The Employer must comply and act in accordance with the Ordinance during the recruitment process. Please refer to the  Privacy Policy for further details.
   2. We have the right to suspend the Employer Account violating the requirements set out in the Ordnance, and reserve the right to take legal action.
6. CV Screening
   1. CV screening is a function to facilitate the recruitment process. HireBrilly does not guarantee and disclaims our responsibility for the employment decision.
   2. All questions set for CV Screening for employment are on principle to be legal, netural, and fair. For example, the Employer should not ask anything which the Job Seeker might find discriminating or offensive, including but not limited to, his/her disability, gender, marrital status, pregnancy, age, marital status, sexual orientation, or race.
   3. HireBrilly does not guarantee the legality of the screening questions descided by the Employer, or their compliance with the requirements set out in the Terms and Conditions. We take no responsibility for any consequences arising from the questions decided and published by the Employer. We have the right to delete the questions, or remove the job posting or suspend the Employer Account, and we reserve the right to take legal actions against the account owner.
7. Input of Personal Data of a Third Party
   1. When you input the personal data of a third party (means he/she did not apply for the job via HireBrilly) in our platform, you have obtained the prescribed consent of the third party to do so. HireBrilly takes no responsibility to verify whether the third party agrees to the arrangements. The Employer is strictly prohibited to input / transfer any personal data of a third party in our platform, without his/her permission. We disclaim the responsibility to any complaints, litigations, and compensation caused.
   2. Your input of personal data of all job seekers on HireBrilly means that you have obtained the prescribed consent of the data subjects. HireBrilly may contact them over emails and SMS notifications as part of your hiring process (i.e. invitation to account registration, confirmation of interview arrangements).
8. Subscription and Payment
   1. Click the Terms and Conditions for the details of subscription plans (Basic / Hire Brilliant or Other Paid Plans), other products, and services of HireBrilly.

September 2024