Careers & Skills Passport: what the verified tick means
Understand what Singapore’s Careers & Skills Passport verifies, how to handle missing records and which skills still need assessing.
· 4 min read
Official guidance and product documentation checked 7 October 2026.
The verified tick in Singapore’s Careers & Skills Passport (CSP) applies to the record beside it, not the candidate’s entire CV. A verified employment entry can support the employer, occupation and period shown; it does not tell you whether the person performed well or did every task claimed on their CV. Official CSP FAQ
CSP brings employment, qualification, certification and skills records into one digital profile. Use the relevant verified entries to close factual checks, then assess what remains. A verified qualification does not, by itself, show how well someone can do your job.
Ask for the relevant records, not access to the account
The official FAQ says individuals can choose the records they share and that their personal data is not shared with third parties without their express consent. Explain which information you need for the vacancy and use the available sharing or import process. Do not ask for the candidate’s Singpass credentials or account access. CSP sharing and privacy guidance
Request only what matters to the vacancy. Give candidates an appropriate alternative when they cannot share the required evidence through CSP; an available badge is not a job requirement.
Read the source and scope, not just the badge
The official FAQ describes employment records from MOM and qualifications and certifications from the listed issuing sources. Verified skills may come from qualifications, professional certifications or employer validation. Self-declared skills and skills inferred from an occupation do not carry the verified mark. CSP data and skills explanations
Read each entry at that level of detail:
| What you see | What to establish | What not to infer automatically |
|---|---|---|
| A verified employment entry | The employer, period and occupation actually shown | The person’s performance, every duty claimed or the reason they left |
| A verified qualification | The award, issuing source, relevance and any validity period the role requires | Current proficiency in every skill associated with that qualification |
| A verified skill | The supporting record or validation and its scope | That the level exactly matches your job’s needs |
| A self-declared or occupation-inferred skill | What evidence could proportionately support the claim | That the claim is false because it lacks a mark |
| No relevant record | Whether an alternative document or check is appropriate | That the candidate is dishonest or ineligible for the job |
Record the specific fact, source and check date—not “candidate verified”. Where the CV and record differ, note the difference and ask for an explanation before drawing a conclusion.
Worked example: employment dates do not establish technical skills
A support analyst shares a verified employment entry and lists SQL, a database-querying language, on their CV. A qualification required for the role is missing from CSP. Keep the three checks separate in the handover:
Employment: Employer and period checked against the displayed entry.
SQL: Not yet assessed; use the role’s standard reporting exercise.
Required qualification: Awaiting verification through the issuer; no discrepancy established.
Next action: Complete the skills assessment and qualification check. Do not request the employment evidence again without a reason.
The employment check can be complete while the skills assessment and qualification check remain open. Assign the remaining work without reopening settled facts or marking the whole application “unverified”.
What about older or missing records?
A missing mark can reflect data coverage rather than a false claim. The official FAQ explains that skills acquired under older frameworks may not automatically appear as certified skills, although the person can still use the relevant Statement of Attainment or Full Qualification. For missing certification records, it directs users to their training provider or issuing body. CSP missing-record guidance
Ask for the missing evidence without making an accusation:
We need to check [qualification or employment detail] for this role, but it is not included in the records available to us. Could you share [appropriate evidence], or let us know another way to confirm it? We will use it for this recruitment check.
Identify the problem before sending the candidate elsewhere. For a missing or incorrect official credential, the issuing body or CSP support is the relevant route. For an import failure, use the job portal’s support process. A full identity document does not resolve a missing skill.
How Careers & Skills Passport appears in FastJobs
FastJobs’ employer guidance describes a CSP indicator, a dedicated applicant-profile section and a filter for profiles with imported CSP records. These are FastJobs-specific features, not a description of every applicant tracking system. FastJobs employer guide
The FastJobs import instructions describe creating a copy and reviewing work experience and education, with edits available before adding them to the profile. Look at the marked CSP entry, not just the ordinary CV field beside it.
When a record is corrected, confirm which copy your team is using. Do not assume the import updates continuously or leave an old discrepancy in a downloaded report.
Use the CSP filter to find records, not to define eligibility. Include candidates who can provide equivalent evidence another way.
Use the next interview for the unanswered question
Before the next interview, leave three short notes: what is confirmed, what remains unassessed and which question will resolve it. Ask about the work the records cannot establish rather than making the candidate prove the same dates again.
