Fact Checking Policy

Last Updated: 15 August 2026

At jobs.epubpdfgratis.com, we aim to publish accurate, useful, and reasonably verified information about jobs, recruitment, careers, and employment opportunities from countries around the world.

This Fact Checking Policy explains the standards and procedures we may use to verify information before and after publication.

jobs.epubpdfgratis.com is an independent job and career information website. Unless expressly stated otherwise, we are not an employer, recruitment agency, staffing agency, government department, official recruitment portal, examination authority, visa authority, or immigration authority.

1. Our Commitment to Accuracy

We aim to publish factual information that is supported by reliable sources available to us at the time of publication.

Because job and recruitment information can change quickly, fact checking is an ongoing process rather than a guarantee that every article will remain accurate indefinitely.

2. What We Fact Check

Depending on the type of article, we may verify information including:

• Employer or organization name
• Job title
• Job location
• Number of vacancies
• Educational qualifications
• Experience requirements
• Age requirements
• Salary or pay range
• Benefits
• Application fees
• Application dates
• Application deadline
• Selection procedure
• Interview information
• Application method
• Official notification
• Official application link
• Visa sponsorship information
• Work permit requirements

Not every category will apply to every job.

3. Preference for Primary Sources

Where reasonably available, we prefer primary and official sources for important recruitment information.

These may include:

• Official employer websites
• Company career pages
• Government websites
• Government recruitment portals
• Recruitment commissions or boards
• Official job notifications
• Official press releases
• Authorized application portals
• Universities and educational institutions
• Relevant public authorities

Primary sources generally receive greater weight than unsupported third-party claims.

4. Secondary Sources

Reliable secondary sources may sometimes be used to:

• Provide additional context
• Identify a recruitment announcement
• Cross-check information
• Understand industry or career information
• Identify updates requiring further verification

Where important recruitment information is available from an official source, we aim to verify it against that source rather than relying solely on secondary reporting.

5. Source Reliability

When evaluating a source, we may consider factors such as:

• Whether the source is official
• Identity of the publisher
• Relationship to the employer or recruitment process
• Publication date
• Availability of supporting evidence
• Consistency with other credible sources
• Whether the information can be independently verified
• Whether the website appears authentic

No single factor automatically determines reliability in every case.

6. Official Recruitment Notifications

Where an official recruitment notification is available, we may use it to verify details such as:

• Vacancy count
• Qualifications
• Experience
• Age requirements
• Salary
• Application fee
• Important dates
• Selection procedure
• Application instructions

Where appropriate, users may be directed to the original notification or official application source.

7. Employer Verification

For private-sector and international jobs, we may check whether the vacancy appears on:

• The employer’s official website
• The employer’s official career page
• An authorized recruitment platform
• An official employer communication
• Another credible source reasonably connected with the employer

We aim to avoid treating an unsupported social media post or message as conclusive proof that a vacancy is genuine.

8. Application Link Verification

Where practical, application links may be reviewed to determine whether they appear to lead to an appropriate:

• Employer website
• Company career portal
• Government recruitment portal
• Official application system
• Authorized recruitment platform

Users should nevertheless verify the destination before submitting personal information.

9. Domain and Website Checks

When reviewing a recruitment website, we may consider whether:

• The domain appears consistent with the employer
• The page is linked from an official source
• The website uses suspicious lookalike spelling
• Contact details appear consistent
• The application process appears credible
• There are obvious signs of impersonation

A professional-looking website alone does not prove that a recruitment opportunity is genuine.

10. Social Media Sources

Social media posts may help identify recruitment announcements, but they should be treated cautiously.

Where possible, significant job information found through social media should be verified against:

• Official employer websites
• Verified organizational channels
• Official recruitment portals
• Original recruitment notices

Screenshots and forwarded messages can be edited or taken out of context and should not automatically be treated as authoritative.

11. Messaging Apps and Forwarded Job Offers

Recruitment information received through messaging platforms or forwarded messages may require additional verification.

We aim not to treat an unverified:

• WhatsApp message
• Telegram message
• SMS
• Email
• Screenshot
• Forwarded job notice

as sufficient proof of a genuine vacancy merely because it appears professional.

12. Job Scam Checks

When a job appears suspicious, we may look for warning signs such as:

• Guaranteed employment
• Payment demanded for guaranteed selection
• Fake appointment letters
• Suspicious recruiter identities
• Lookalike company domains
• Requests for passwords or OTPs
• Requests for banking login credentials
• Unrealistically high salary claims
• Pressure to make immediate payments
• Requests to deposit a check and return money
• Suspicious visa guarantees
• Unnecessary requests for sensitive personal information

The presence or absence of one warning sign does not always conclusively determine whether an opportunity is genuine.

13. Government Jobs

For government recruitment, we aim to verify important information against appropriate official sources where reasonably available.

These may include:

• Government department websites
• Public service commissions
• Recruitment boards
• Examination authorities
• Official recruitment notifications
• Authorized government application portals

jobs.epubpdfgratis.com is not itself an official government recruitment website unless expressly stated otherwise.

14. Private-Sector Jobs

For private-sector opportunities, verification may include reviewing:

• Employer career pages
• Employer websites
• Official recruitment announcements
• Authorized recruitment platforms
• Other credible sources

Private employers may change or remove vacancies without notifying us.

15. International Jobs

International recruitment requires additional care because a job may involve:

• Employer sponsorship
• Work permits
• Visas
• Residence permissions
• Professional licensing
• Qualification recognition
• Medical requirements
• Background checks
• Local employment laws

Where such information is material, we aim to distinguish confirmed employer information from general guidance or assumptions.

16. Visa and Work Permit Information

jobs.epubpdfgratis.com does not issue or approve visas or work permits.

Where we publish visa, sponsorship, or work authorization information, we may consult appropriate sources such as:

• Official immigration authorities
• Government websites
• Embassies or consulates
• Employer information
• Other relevant official sources

Requirements may change and can depend on individual circumstances.

Users should independently confirm current requirements before taking action.

17. Salary Verification

Salary information may be checked against:

• Official job advertisements
• Employer career pages
• Recruitment notifications
• Published pay scales
• Other credible information

If an exact salary cannot be reliably verified, we should avoid presenting an estimate as a guaranteed salary.

Actual compensation may vary depending on experience, qualifications, location, benefits, allowances, and employment terms.

18. Vacancy Numbers

Where a recruitment announcement provides an official number of vacancies, we may report that number.

If a vacancy count is unavailable or unclear, we should avoid inventing one.

Vacancy numbers may also change after publication.

19. Eligibility Requirements

We may verify eligibility requirements such as:

• Education
• Experience
• Age
• Professional certification
• Licensing
• Nationality or residency requirements
• Language requirements
• Other employer conditions

Final eligibility decisions remain with the relevant employer or recruitment authority.

20. Application Deadlines

Application deadlines are important and should be checked carefully where available.

We may verify:

• Opening date
• Closing date
• Time zone where relevant
• Deadline extensions
• Reopened applications

Employers or authorities may change deadlines after publication.

Users should confirm the current deadline through the official source.

21. Publication Dates and Freshness

We may consider the date of a source when determining whether information is still relevant.

Older recruitment information should not automatically be treated as current.

Where practical, we may check whether:

• The vacancy remains open
• A newer announcement exists
• The deadline has changed
• The employer has removed the vacancy
• Updated eligibility requirements have been published

22. Expired Job Verification

An article may remain available after a job expires.

Where practical, we may check expired opportunities and:

• Mark them as expired
• Update their status
• Remove outdated application links
• Link to newer opportunities
• Retain them for archival purposes

The continued availability of an article does not mean the vacancy remains open.

23. Cross-Checking Information

For important or potentially uncertain claims, we may compare information across multiple sources where reasonably appropriate.

Cross-checking can be particularly useful when:

• Sources conflict
• A vacancy appears suspicious
• Salary information differs
• A deadline has reportedly changed
• An application link appears unusual
• International employment requirements are unclear

Where a primary official source clearly resolves the issue, it may receive greater weight.

24. Conflicting Sources

When credible sources provide conflicting information, we may:

• Prefer the most authoritative source
• Check publication dates
• Look for updated official notices
• Seek additional verification
• Explain the uncertainty
• Delay publication
• Omit the disputed detail

We should not knowingly present uncertain information as confirmed fact.

25. Information We Cannot Verify

Sometimes information cannot be independently verified.

In such cases, we may:

• Avoid publishing it
• Clearly identify the uncertainty
• Omit the unverified claim
• Seek additional sources
• Ask readers to confirm directly with the employer
• Update the article if reliable evidence becomes available

Lack of information should not be filled with fabricated details.

26. Artificial Intelligence and Fact Checking

jobs.epubpdfgratis.com may use Artificial Intelligence (AI) or other digital tools to assist with:

• Research
• Drafting
• Summarization
• Translation
• Content organization
• Formatting
• Editorial workflows

AI-generated output should not automatically be treated as verified fact.

27. AI Is Not an Official Source

AI systems may produce:

• Incorrect information
• Outdated information
• Fabricated details
• Incorrect dates
• Incorrect salary figures
• False citations
• Misleading summaries

For critical recruitment details, an AI response should not replace an available official or authoritative source.

Please review our AI Content Disclosure Policy.

28. Human Review

Where practical and appropriate, important factual information may be reviewed by a human editor or publisher before or after publication.

Human review may include checking:

• Source reliability
• Dates
• Names
• Numbers
• Application links
• Eligibility
• Salary
• Important qualifications

Human review reduces risk but cannot guarantee that every error will be detected.

29. Translation Verification

When recruitment information is translated from another language, we aim to preserve the original meaning.

However, translations may contain errors or ambiguities.

For legally or professionally significant requirements, users should consult the original official source where available.

30. No Fabrication Policy

We do not intentionally invent information merely to make an article appear more complete.

If a source does not specify:

• Salary
• Vacancy count
• Sponsorship
• Benefits
• Deadline
• Experience
• Qualifications
• Other important information

we may state that it was not specified rather than inventing a value.

31. Corrections After Publication

Fact checking does not end when an article is published.

If credible evidence shows that information is materially inaccurate, we may:

• Correct it
• Update it
• Clarify it
• Remove it
• Add an appropriate correction or update notice

Please review our Corrections Policy.

32. Reader Reports

Readers can help us identify errors.

If you believe information is incorrect, please provide:

• URL of the article
• Specific information you believe is wrong
• Correct information, if known
• Official or reliable supporting source
• Explanation of the issue

Credible reports may be reviewed and appropriate corrections made.

33. Employer and Recruiter Reports

Employers, recruiters, government organizations, and other entities may contact us regarding recruitment information attributed to them.

We may independently verify requested changes before editing an article.

A request from an interested party does not automatically establish that existing information is incorrect.

34. Fraudulent Recruitment Reports

If a reader reports that a vacancy may be fraudulent, we may review available evidence.

Depending on our findings, we may:

• Remove the article
• Remove suspicious links
• Add a warning
• Correct the information
• Seek additional verification
• Take other appropriate action

Job-seeker safety may be prioritized when credible fraud concerns arise.

35. Editorial Independence in Fact Checking

Fact-checking conclusions should not be improperly influenced by:

• Advertisers
• Sponsors
• Affiliate relationships
• Employers
• Recruiters
• Commercial partners

A commercial relationship should not prevent correction of materially inaccurate information.

36. Sponsored Content

Sponsored content is not exempt from factual accuracy standards.

Where factual claims appear in sponsored material, we may seek reasonable supporting information.

Sponsored status should not convert an unsupported claim into a verified fact.

37. Factual Claims vs. Opinions

Fact checking primarily concerns objectively verifiable claims.

Opinions, predictions, and subjective assessments should be distinguished from factual statements where necessary.

For example, describing an employer as “the best employer” may be an opinion or promotional claim unless supported by clearly identified criteria.

38. Sources and Attribution

Where appropriate, we may identify, cite, or link to important sources so readers can independently verify information.

Clear sourcing can help users:

• Check original information
• Understand the basis of an article
• Identify updates
• Evaluate reliability

The precise form of attribution may vary depending on the content.

39. No Guarantee of Error-Free Content

Even with reasonable fact-checking procedures, we cannot guarantee that every article will always be completely free from:

• Errors
• Omissions
• Outdated information
• Broken links
• Changes made by employers or authorities

Users should independently verify critical information before making significant employment, financial, travel, or immigration decisions.

40. User Responsibility

Before acting on job information, users should verify important details through appropriate official sources.

Verification is particularly important before:

• Paying money
• Providing sensitive personal information
• Resigning from existing employment
• Travelling
• Relocating
• Signing an employment contract
• Applying for a visa
• Applying for a work permit

41. Fact Checking and Job-Seeker Safety

Accuracy in employment information can directly affect users’ decisions.

For this reason, particular care should be taken with claims involving:

• Money
• Guaranteed employment
• Salary
• Identity documents
• Visa sponsorship
• Application fees
• Work permits
• International relocation

Suspicious claims may require additional verification before publication.

42. Relationship With Other Policies

This Fact Checking Policy should be read together with our:

• Editorial Policy
• Ethics Policy
• Corrections Policy
• Recruitment Verification Policy
• AI Content Disclosure Policy
• Community Guidelines
• Advertising Policy
• Sponsored Content Policy
• Disclaimer
• Terms and Conditions

Together, these policies describe the standards we aim to apply to content published on jobs.epubpdfgratis.com.

43. Changes to This Fact Checking Policy

We may update this Fact Checking Policy from time to time to reflect changes in:

• Editorial procedures
• Verification methods
• Technology
• Website operations
• Recruitment practices
• Applicable requirements

Any revised version may be published on this page with an updated “Last Updated” date.

Contact Us

If you believe information published on jobs.epubpdfgratis.com is inaccurate, outdated, misleading, or potentially fraudulent, please contact us:

Website: jobs.epubpdfgratis.com
Email: contact@jobs.epubpdfgratis.com
Suggested Subject: Fact Check / Correction Request

Please include the relevant article URL, identify the specific information you believe is incorrect, and provide an official or reliable supporting source where available.

Last Updated: 15 August 2026