1Information we collect

Employer accounts: When an employer registers to post a job, we collect an email address and password (managed securely through our authentication provider), together with the organization name, the contact person, a phone or WhatsApp number and, optionally, a website or Facebook page. We use these details to verify employer accounts and to contact you about your account, payments or job postings. They are visible only to you and the Afghan Job team. When you post a job, we also collect the job details and an optional company logo.

Job applications: On listings that let you apply directly through Afghan Job, we collect your name, email, phone number, and the CV file or note you choose to submit, so we can pass your application to the employer and let them track it.

Expert CV service: If you order our expert CV service, we collect your name, your WhatsApp number or email, the background you describe, and, if you choose to upload it, the text of your old CV. The CV file itself is not stored. We use this only to prepare your CV.

Browsing: Job seekers do not need an account to search or browse listings on this site.

2How we use your information

We use the information collected to review and publish job listings, deliver applications to the correct employer, let employers manage their own applicant pipeline, respond to enquiries, and maintain and improve the site. Job postings are manually reviewed by Afghan Job before publication. We do not use any automated or AI-based system to score, rank, or filter your application. Once submitted, your application is reviewed directly by the employer who posted the listing, as part of their own hiring process.

3Payments

Employers who wish to post a job purchase credits through WhatsApp, PayPal, or HesabPay. Payments made through PayPal are handled entirely by PayPal under their own privacy and security practices; we do not receive or store your card or bank details. Payments confirmed via WhatsApp or HesabPay are recorded manually on our side (amount and package only) to add the correct number of credits to your account.

4How we share your information

We do not sell personal information to third parties. We share information only as needed to run the site:

With employers: When you apply for a job through Afghan Job, your name, contact details, CV, and note are shared with the employer who posted that listing.

With our hosting and database provider: Account data, job listings, and applications are stored securely with our backend provider (Google Firebase) to keep the site running.

Legal requirements: We may disclose information if required by law or to protect the safety and rights of Afghan Job and its users.

5Cookies and advertising

Afghan Job may display advertisements served by third-party providers, including Google. These providers may use cookies or similar technologies to show ads based on your visits to this and other websites. You can learn more about how Google uses this information, and manage your ad preferences, at policies.google.com/technologies/ads.

Analytics: We use Google Analytics to understand how visitors use the site, for example which pages are opened and from which country. Google Analytics uses cookies and similar technologies and collects information such as pages viewed, approximate location and device type. We use this information in aggregate to improve the site.

Your choices: You can opt out of personalized advertising in Google’s Ads Settings or at aboutads.info. You can stop Google Analytics by installing Google’s opt-out browser add-on, or by blocking or deleting cookies in your browser settings.

6Data security

We rely on our backend provider's secure authentication and database systems to protect account and application data. No method of transmission over the internet is completely secure, and we cannot guarantee absolute security.

7Data retention

Employer accounts and their job listings are retained for as long as the account is active. Applications submitted through Afghan Job are retained so employers can review and manage their hiring pipeline. Expert CV service requests are deleted once your CV has been delivered. You can contact us at any time to request deletion of your data.

8Your privacy rights

You may ask us to access, correct, or delete personal information we hold about you, or ask us any question about how your data is used, by contacting us using the details below.

9Third-party links

Job listings may link to external company websites or contain third-party contact details for applying. We are not responsible for the privacy practices of external sites.

10Contact us

If you have questions about this policy or how we handle your data, you can reach us via the Contact Us link in the footer of this site.

1Use of the Site

Afghan Job is a job listing platform connecting employers and job seekers across Afghanistan. Job seekers may browse and apply to listings free of charge. Employers may submit job postings, which are reviewed before publication and may be subject to a listing fee.

2Accuracy of listings

Job listings are submitted by employers and reviewed for basic compliance before publication. We make reasonable efforts to verify listings but cannot guarantee the accuracy, completeness, or legitimacy of every posting. Job seekers should exercise their own judgment and never pay a fee to apply for a job or provide banking details during an application process.

3Employer responsibilities

Employers are responsible for the content of their job postings and confirm that they have the authority to post on behalf of the organization named. We reserve the right to remove any listing that violates these terms, contains false information, or does not comply with our content standards.

4Job applications

When you apply to a listing through Afghan Job, the information you submit, including your name, contact details, and CV or note, is provided directly to the employer who posted that vacancy. Afghan Job passes applications along and lets employers manage their own hiring pipeline, but we are not the employer and do not make hiring decisions on their behalf.

5Employer credits and payments

Employers use credits to publish job listings on Afghan Job; publishing a listing deducts one credit from the employer's account balance. Credits are purchased via WhatsApp, PayPal, or HesabPay, as described in our Privacy Policy. Creating an account, browsing, and managing your dashboard do not require credits. Credits are used only when a listing is published.

6Prohibited use

You may not use Afghan Job to post fraudulent, misleading, unlawful, or deceptive job listings; impersonate another person or organization; misuse applicant information for any purpose other than genuine recruitment; or attempt to interfere with, disrupt, or gain unauthorized access to the Site or its systems. We reserve the right to remove content and suspend accounts involved in prohibited use.

7Account responsibility

Employers are responsible for maintaining the confidentiality of their account credentials and for all activity that occurs under their account. If you believe your account has been accessed without authorization, contact us using the details below.

8Limitation of liability

Afghan Job acts solely as a platform connecting employers and job seekers. We are not a party to any employment agreement and are not liable for disputes, damages, or losses arising from the use of listings found on this Site.

9Changes to these terms

We may update these Terms of Service from time to time. Continued use of the Site after changes are posted constitutes acceptance of the revised terms.

10Contact

Questions about these terms can be sent via the Contact Us link in the footer of this site.

1Match the vacancy number and job title exactly

Almost every NGO vacancy in Afghanistan asks applicants to include the vacancy number and exact job title in their email subject line or cover letter. This isn't a formality: many organizations use automated filters or manual sorting systems that rely on this information to route applications to the right hiring manager. If your subject line doesn't match what's requested, your application can be missed entirely, regardless of how strong your CV is.

Before you send anything, re-read the "Submission Guideline" section of the job posting and follow it precisely.

2Lead with a short professional summary

Recruiters reviewing a large number of applications often spend less than a minute on an initial CV scan. A 3-4 line summary at the top, stating your years of experience, sector (health, education, protection, WASH, etc.), and key skills, helps a reviewer immediately understand whether you're a fit before they read further.

Avoid generic summaries like "hardworking and motivated individual." Instead, be specific:

"Public health professional with 4 years of experience implementing BPHS/EPHS programs in Nangarhar and Kunar provinces, with strong skills in HMIS reporting, community health worker supervision, and donor compliance."

3Structure your work experience around responsibilities and results

For each position, list your role, organization, location, and dates clearly, followed by 4-6 bullet points describing what you actually did, not just your job title's general duties. Where possible, include specifics: number of health facilities supervised, size of the team you managed, number of beneficiaries reached, or reports you were responsible for producing.

Avoid copying the exact wording from a job description you found online. Recruiters read many CVs and can often recognize when responsibilities have been copy-pasted rather than genuinely described.

4Include the qualifications that were explicitly requested

Most Afghan NGO vacancies list specific, non-negotiable requirements: a particular degree, a minimum number of years of experience, specific language skills (often Dari, Pashto, and English), or a required certification (like EPI training for health roles). If you meet these requirements, state them clearly and early in your CV so the reviewer doesn't have to search for them.

If a vacancy requires nationality-specific eligibility (for example, "Afghan nationals only" or "open to Afghan and international candidates"), make sure your application reflects your eligibility clearly.

5Keep formatting simple and consistent

Many organizations still review CVs by printing them or opening them on shared office computers with older software. A CV built with unusual fonts, heavy graphics, tables, or multiple text columns can display incorrectly or be difficult to read. A clean, single-column format in a standard font (like Calibri, Arial, or Times New Roman) with clear section headings remains the safest choice.

Save your CV as a PDF unless the organization specifically requests a Word document. This ensures the formatting doesn't shift when opened on a different computer.

6Keep your CV to a reasonable length

For most mid-level roles, two to three pages is appropriate. Senior or highly technical positions can occasionally run longer, but avoid submitting a CV that reads as a complete career history going back decades unless the organization specifically requests one (some UN roles, for example, use standardized long-form Personal History Forms, so check the submission guideline for this).

7Prepare your documents in advance

Many Afghan NGO vacancies require supporting documents alongside your CV: a national ID (Tazkira), educational certificates, or a specific application form template provided by the organization. Reading the submission guideline carefully before you apply, and preparing these documents ahead of time, means you won't miss a deadline scrambling to gather paperwork at the last minute.

8Final note

Deadlines for humanitarian and development vacancies in Afghanistan are often short, and many organizations state clearly that late or incomplete applications will not be considered. Building a strong, well-organized CV once, and adapting it slightly for each vacancy's specific requirements, is the most effective way to make sure your application gets a fair review.

1Why organizations use salary scales instead of fixed salaries

Most established NGOs and UN agencies use an internal salary grading system rather than negotiating pay individually for each hire. This approach exists for a few practical reasons:

• Internal equity: it ensures staff performing similar roles, with similar experience, are paid consistently, regardless of who negotiates harder.
• Donor compliance: many organizations are funded by grants from donors like USAID, the EU, ECHO, or UN agencies, which often require transparent, auditable pay structures rather than case-by-case negotiation.
• Budget predictability: a fixed scale allows organizations to plan multi-year project budgets accurately, since staffing costs are one of the largest line items in most humanitarian programs.

2How salary grades typically work

Most organizations divide roles into numbered or lettered grades (for example, Grade 5, Grade 8, or Scale B, Scale C) based on the seniority, technical complexity, and level of responsibility of the position. A driver or cleaner role sits at the lowest grades, mid-level technical and program roles (like a Project Officer or M&E Officer) sit in the middle, and senior management or highly specialized technical positions (like a Country Director or Chief of Party) sit at the top.

Within each grade, there is usually a salary range rather than a single number. For example, a Grade 6 position might have a defined minimum and maximum monthly salary. Where a new hire is placed within that range typically depends on:

• Years of directly relevant experience
• Educational qualifications
• Specialized skills or certifications relevant to the role
• Internal equity with existing staff in similar positions

3Why some postings list a specific number and others don't

You'll notice some vacancies, particularly from smaller or newer organizations, or roles funded by a single short-term contract, list an exact salary figure (for example, "15,000 AFN per month"). Larger, more established organizations with formal HR systems are more likely to reference an internal scale, since they need consistency across many simultaneous vacancies and country programs.

Neither approach means one type of employer pays better than the other. It simply reflects how formalized their internal HR structure is.

4What this means for you as an applicant

Since many postings don't disclose an exact figure upfront, here's what's reasonable to do:

1. Apply anyway. A "salary scale" listing doesn't mean the pay is low; it's simply the organization's standard practice. Many salary scales are competitive, particularly for INGOs and UN-funded projects.
2. Ask during the interview stage, not before. It's generally appropriate to ask about the specific salary range for your grade once you've been shortlisted or invited to interview, rather than in your initial application.
3. Research the organization's general reputation. Organizations funded by major institutional donors (UN agencies, USAID, ECHO, World Bank-funded projects) tend to have more standardized and often higher salary scales than smaller, locally funded NGOs, though this isn't a universal rule.
4. Factor in benefits, not just base salary. Many NGO and INGO positions include benefits beyond base pay: health insurance, transportation allowances, hardship or hazard pay for postings in less accessible provinces, and sometimes housing support for staff relocating from another region.

5A note on contract types

Salary is also connected to contract type. Many humanitarian positions in Afghanistan are project-based or fixed-term, tied to the funding cycle of a specific donor grant (commonly ranging from a few months to one or two years, sometimes with extensions). This is standard practice across the sector and doesn't necessarily reflect instability in the organization; it reflects how humanitarian and development funding is typically structured. Understanding this upfront can help you plan your career moves and evaluate opportunities realistically.

6Final note

Salary scales exist to create fairness and consistency, not to hide information from applicants. If a posting doesn't list an exact number, it's worth applying regardless, and asking clear, direct questions about compensation once you reach the interview stage.

1Understand what makes INGOs different

INGOs typically operate with funding from international donors (governments, UN agencies, or private foundations) and are held to strict compliance, safeguarding, and reporting standards as a condition of that funding. This shapes almost every part of their hiring process:

• Formal, structured interviews: often panel-based, with multiple interviewers scoring candidates against a fixed set of competencies.
• Reference and background checks: including checks against international misconduct disclosure schemes (sometimes called "Misconduct Disclosure Schemes" or similar), particularly for roles involving contact with vulnerable populations.
• Safeguarding and PSEA policies: Prevention of Sexual Exploitation and Abuse standards that every staff member is expected to understand and uphold, often covered directly in interviews.
• Written tests or case studies: especially for technical, program management, or M&E roles, where candidates may be asked to complete a written exercise before or during the interview stage.

Knowing this in advance helps you prepare more effectively than treating the process like a typical job interview.

2Tailor your application to the specific technical area

INGOs in Afghanistan work across many sectors: health, nutrition, WASH (water, sanitation, and hygiene), education, protection, livelihoods, and emergency response. Each sector has its own technical language, standards, and frameworks (for example, BPHS/EPHS in health, or Sphere standards in emergency response).

If you're applying to a health-sector role, referencing your familiarity with the Basic Package of Health Services (BPHS) or Ministry of Public Health guidelines signals genuine sector knowledge. If you're applying to an M&E role, referencing specific tools (Kobo Collect, ODK, DHIS2) demonstrates practical experience rather than general familiarity.

Avoid submitting a generic CV to every vacancy. Tailoring your application to the sector and specific role substantially improves your chances of being shortlisted.

3Prepare for competency-based interview questions

Many INGOs use a competency-based interview format, where questions are structured around specific behaviors rather than hypothetical scenarios. A common format is: "Tell me about a time when you had to manage a conflict within your team." rather than "How would you manage a conflict?"

A useful way to prepare is the STAR method:

• Situation: briefly describe the context
• Task: what you were responsible for
• Action: what you specifically did
• Result: the outcome, ideally with a measurable detail

Preparing two or three real examples from your work history in advance, covering teamwork, problem-solving, and handling a difficult situation, makes it much easier to answer these questions clearly and confidently.

4Understand the realities of project-based contracts

Most INGO positions in Afghanistan are tied to specific donor-funded projects, which typically run from several months to a few years, sometimes with extensions if funding continues. This is standard across the sector and isn't a sign of an unstable organization; it reflects how humanitarian funding cycles work. It's reasonable to ask, at interview stage, about the likelihood of extension or the organization's track record of securing follow-on funding for similar projects.

5Be ready to discuss field conditions honestly

Many INGO roles, particularly at the field or provincial level, involve travel to remote districts, work in insecure environments, or postings away from major cities. Interviewers will often ask directly whether you're willing and able to work under these conditions. Answering honestly, rather than simply agreeing to secure the job, benefits both you and the organization: taking a role you can't sustain due to travel or security constraints often leads to early resignation, which reflects poorly for future applications.

6Female candidates: know your rights and the organization's commitments

Many INGOs operating in Afghanistan have explicit policies supporting the participation of female staff, sometimes including provisions like mahram travel support, women-only facilities at field sites, or flexible arrangements in line with local context. If a posting states that female candidates are highly encouraged to apply, it's worth asking directly, at interview stage, how the organization supports female staff in the specific role and location you're applying for.

7Follow up appropriately, and know when to move on

Most INGO postings state a shortlisting or response timeframe (commonly 2-4 weeks after the closing date). If you don't hear back within that stated window, it's reasonable to conclude the position has been filled or you were not shortlisted, rather than following up repeatedly. Continuing to apply to other suitable vacancies, rather than waiting on a single application, is the most effective way to build momentum in a competitive job market.

8Final note

Getting hired at an INGO in Afghanistan is competitive, but the process is also more structured and predictable than many other sectors, which means genuine preparation makes a real difference. Understanding the sector's language, preparing concrete examples for competency-based interviews, and being honest about your capacity and constraints will put you ahead of many other applicants.

1Follow the instructions in the posting first

Before writing a word, re-read the submission guideline in the vacancy announcement. Employers often give very specific instructions, and following them is the first test of your application. Common requirements include a one-page cover letter, a CV and cover letter combined into a single PDF file, a particular subject line that includes the vacancy number and position title, or a maximum attachment size. Some employers also ask you not to attach certificates or other documents at the first stage.

Applications that ignore these instructions are often set aside without being read, however strong the candidate is. If the posting asks you to use a specific form or link instead of sending a letter, use that, and put your key points in the answers you give there.

2Keep it to one page

A strong cover letter is usually three or four short paragraphs and fits on a single page. Recruiters who review many applications for one vacancy do not have time for long letters, and a long letter often suggests the writer could not decide what mattered most.

Use plain, professional language. Short sentences are easier to read than long ones, especially if the recruiter is reading in a second language. Avoid decorative phrases and flattery; clear facts about what you have done are far more convincing.

3Open with the position, the vacancy number, and one strong reason

Your first paragraph should say exactly what you are applying for, using the job title and vacancy number from the announcement, and where you saw it. Then add one sentence explaining why you are a strong fit. For example:

"I am writing to apply for the Monitoring and Evaluation Officer position (Vacancy No. XYZ-026) advertised on Afghan Job. I have four years of experience supervising field data collection for health projects in Nangarhar and Kunar, and I believe my experience closely matches the requirements of this role."

Avoid generic openings such as "I am a hardworking and motivated person." Every applicant says this, and it tells the reader nothing.

4Match two or three key requirements with evidence

The middle of your letter is where you do the real work. Look at the job requirements and pick the two or three that matter most for the role, usually the ones listed first or repeated several times. For each one, give a specific example of what you have done.

Specifics are persuasive: the number of facilities you supervised, the size of the team you managed, the tools you used, the donor or project you worked with, or a result you achieved. Compare these two sentences: "I have experience in data collection" and "I coordinated a team of 12 enumerators and used KoboToolbox to collect and clean data from 300 households." The second is far easier for a recruiter to trust and remember.

Do not simply copy the job description back to the employer. Recruiters wrote it and know what it says; they want to see what you have actually done.

5Be honest about gaps, and address practical requirements

If you are missing one requirement, for example you have three years of experience when the posting asks for five, do not hide it and do not exaggerate. Focus on the strengths you do have and on anything that compensates, such as relevant training or closely related work. Misstating your experience can cause problems later, because many organizations check references and qualifications before making an offer.

Where the vacancy mentions practical conditions, address them directly in a sentence. These can include languages (Dari, Pashto, English), willingness to travel to field locations, your availability to start, or a preference for candidates who live in the province where the job is based. Employers often use these points to shortlist, so make them easy to find.

6Close clearly and professionally

End with a short closing paragraph that says you are available for an interview or written test, lists what you have attached, and gives your phone number and email address. Thank the reader briefly and sign with your full name. Use the same name and contact details on your CV so the employer can match your documents easily.

7Customize every letter

It is tempting to write one letter and send it to every employer, but recruiters notice. A letter that names the wrong organization, mentions a different position, or has clearly been copied from a template can end an application immediately. Keep a strong base letter, then adapt the opening, the key requirements, and the closing for each vacancy. Our guide to writing a CV for Afghan NGO jobs explains how to prepare the matching CV.

8A quick checklist before you send

• The job title and vacancy number match the announcement exactly
• The organization's name is spelled correctly
• The letter fits on one page and has been proofread for spelling and grammar
• You have mentioned two or three specific, relevant achievements
• Your phone number and email address are correct
• The file is a PDF with a clear name (for example, YourName-CoverLetter.pdf) and is within any size limit
• The email subject line follows the instructions in the posting

A clear, honest, well-targeted letter takes time to write, but it significantly improves the chance that your application is read carefully rather than skipped.

1Understand the stages

The process varies between organizations, but it commonly follows this order: your application is screened against the requirements, a shortlist is created, shortlisted candidates may be asked to sit a written test, the strongest candidates are invited to one or more interviews, and the preferred candidate goes through reference and background checks before receiving an offer.

Not every organization uses every stage. The vacancy announcement often says "written test and/or interview," so read it carefully to know what to expect, and keep your phone and email available once you have applied.

2Prepare for the written test

Written tests differ widely, but they usually fall into a few types. Knowing which is likely for your role helps you prepare in the right way.

• Technical questions in your field. A finance test might ask about reconciliations or budgets, a health test about clinical protocols or reporting, and a monitoring and evaluation test about indicators and data quality.
• A writing task, often in English. You might be asked to draft a short email, summarize a report, or write a short proposal section within a time limit.
• A computer or spreadsheet test. If the vacancy lists Microsoft Excel or specific software as a requirement, expect to be asked to use it.
• A case study or situational question, where you explain how you would handle a realistic problem.

Reread the job requirements and responsibilities and treat them as a study list. Refresh the core concepts for each one, and practice writing a clear one-page summary within thirty minutes. If the role needs Excel, practice the functions the posting mentions, such as formulas, sorting, filtering, and basic charts.

3Learn about the organization and the project

Interviewers notice candidates who have done their homework. Read the "About the company" section of the posting and the organization's own website if it has one. Note which sectors it works in, which provinces it operates in, and what the project in the vacancy aims to achieve. Prepare two or three sentences explaining why you want to work for this particular organization, not just any organization.

4Know the interview format

Interviews are commonly conducted by a small panel, often including someone from human resources, the hiring manager, and a technical specialist. They can last from around half an hour to an hour or more, and some organizations hold more than one round. Some interviews take place in person at the organization's office and others online. If the invitation does not say which format to expect, ask.

5Use the STAR method for experience questions

Many questions begin with "Tell me about a time when..." To answer clearly, structure your answer in four parts: the Situation (the context), the Task (what you were responsible for), the Action (what you personally did), and the Result (what happened, ideally with a number or a concrete outcome). For example:

"Our team had to complete 250 household surveys in two weeks (situation). I was responsible for the data quality of the whole team (task). I introduced a daily checking routine and retrained two enumerators on the questionnaire (action). We finished on time, and fewer than 2 percent of forms needed correction (result)."

Prepare four or five short stories in advance that you can adapt: solving a difficult problem, working under pressure, handling a disagreement with a colleague, meeting a tight deadline, and working with communities or beneficiaries. Use real examples, and be ready to explain your own role rather than saying "we" for everything.

6Prepare for common questions

• "Tell me about yourself." Take about a minute: your current or most recent role, your most relevant experience, and why this position interests you. Do not recite your whole CV.
• "Why do you want to leave your current job?" Keep the answer positive and forward-looking, focused on what you want to learn or contribute.
• "What do you know about our organization?" This is where your preparation shows.
• "How would you handle this situation in the field?" Explain your steps in order, mention safety, safeguarding, and coordination where relevant, and show that you know when to escalate to a supervisor.
• "What are your salary expectations?" Many organizations pay according to a fixed scale. Our guide to salary scales at Afghan NGOs explains how to approach this question.

7Be ready for questions about integrity and safeguarding

Many organizations, especially international ones, ask about ethics, confidentiality, and the prevention of sexual exploitation and abuse. You may be asked how you would respond if you saw a colleague breaking the code of conduct, or if a beneficiary asked you for a favor. Answer honestly and in your own words: you would follow the organization's policies, protect the person affected, and report the concern through the proper channel. Your answer shows whether you can be trusted to work with vulnerable communities.

8Handle the practical details

• Confirm the date, time, location or online platform, and who will be interviewing you.
• Bring copies of your CV, a notebook, and the originals of your national ID and certificates if they were requested.
• Arrive early, and plan your route and any security considerations in advance.
• For online interviews, test your internet connection and device beforehand, choose a quiet place, and keep a backup option such as mobile data.
• Dress professionally and keep your phone silent.

Be polite and respectful to everyone you meet, including reception and security staff.

9After the interview

Be patient: hiring decisions can take several weeks, particularly when donors or head offices must approve the choice. Some vacancy announcements state clearly that the organization will not answer questions about application status by phone or WhatsApp, and that contacting staff directly can lead to disqualification. Follow whatever instructions the posting gives, and keep applying to other suitable vacancies while you wait.

1A real employer does not charge you to get a job

The most important rule is also the simplest: you should not have to pay anything to apply for a job or to be hired. Fees described as application fees, processing fees, training fees, medical fees, or document verification fees are a major warning sign. Many established organizations state this rule in their vacancy announcements, saying that they never charge fees at any stage of recruitment and asking applicants to report anyone who asks for money.

Be equally careful with promises such as a guaranteed job abroad in exchange for a payment. If someone asks you to pay before you have a signed contract from a verified employer, stop and check.

2Check where the vacancy really comes from

Before applying, confirm that the vacancy is genuine. Look for the organization's own careers page or website and see whether the same position is listed there. Check that the organization exists, that the email address and application link in the posting make sense, and that the details match across different sources.

A note on email addresses: large international organizations normally use their own official email domains, so a free webmail address for such an organization is suspicious. However, many small and local employers in Afghanistan genuinely use free email addresses, so an address like that does not prove a posting is fake. Look at the whole picture, not just one detail.

3Watch for offers that seem too good to be true

• A salary far higher than similar jobs, for a role with few or no requirements.
• A job offered immediately, with no application, no interview, and no questions about your experience.
• Vague details: no organization name, no clear duties, or no location.
• Messages with many spelling errors, or that do not match the style of the organization they claim to represent.

4Be wary of pressure and rushed deadlines

Scammers create urgency to stop you from thinking. Phrases like "pay today to keep your place," "only a few positions left," or "reply within one hour" are designed to make you act before you check. A genuine employer gives you a reasonable deadline, which you can see in the vacancy announcement. Also be cautious if a recruiter insists on moving the whole conversation to a private chat and avoids official email.

5Share personal information in stages

At the application stage, a CV and a cover letter are normally enough. Some legitimate postings actually ask you not to send certificates, ID copies, or other documents until you are selected for the next stage. Do not send photos of your ID card, passport, or bank details in a first email unless the posting clearly asks for them and you have verified the employer.

Never share your bank card PIN, online banking password, or any one-time code you receive by SMS with anyone. No real employer needs these to hire you or to pay your salary.

6Verify interview invitations

If you receive an invitation, check it. Contact the organization using details you found yourself, not only those in the message you received. Real invitations usually come from the organization's human resources department by email, with the position title and vacancy number, and interviews take place at the organization's office or on a known online platform. Some organizations state openly that only their HR department will contact candidates, which helps you recognize anyone else claiming to speak for them.

7Check application forms and links

Many organizations use online forms for applications. Make sure the link comes from the official vacancy announcement or the organization's website. Be careful with links that arrive by message from unknown senders, or that look similar to a real address but differ slightly in spelling. Do not enter sensitive information into a form unless you trust where it came from.

8Protect the documents you send

When you must send copies of documents, send PDF copies rather than originals, and keep a record of what you sent, to whom, and when. You can add a note on the copy, such as "For job application only," to make misuse harder. If an employer later asks for originals, offer to show them in person at their office.

9What to do if you suspect a scam

• Stop communicating, and do not send more money or documents.
• Keep evidence: screenshots, messages, receipts, and phone numbers.
• Contact the real organization, using details from its official website, to ask whether the vacancy and the person are genuine.
• Use the organization's own reporting channel if it has one; many international organizations publish an ethics or misconduct reporting address.
• If you found the listing on a job website, report it to that site. You can report a suspicious listing on Afghan Job at info@afghanjob.com.

A note about Afghan Job itself: applying for jobs through our site is free of charge, and you apply directly to the employer. We also offer an optional, clearly priced CV and cover letter writing service. It is a separate service and has nothing to do with whether you are hired for any vacancy.

10Final note

Trust your instincts. If an offer feels too easy, too urgent, or too secretive, take a day to verify it. A genuine employer will not mind you checking. And when a real opportunity does arrive, make sure you are ready: our guide to writing a CV for Afghan NGO jobs is a good place to start.

1Permanent positions

A permanent position has no fixed end date. It is common at banks, government bodies, and established private companies. Permanent does not mean guaranteed for life, and most permanent roles still begin with a probationary period. It also does not mean the terms never change; your rights and duties are set by your written contract and the employer's policies, so read both carefully.

2Fixed-term contracts

A fixed-term contract has a defined start and end date, such as one year. It is common at NGOs, UN agencies, and for specific roles in companies. When the end date arrives, the contract may be renewed, replaced, or allowed to expire. If the announcement says the contract is extendable, that describes a possibility, not a promise. Ask how renewal decisions are made, for example based on a performance review, the budget, or both.

3Project-based contracts

Project-based positions are tied to a specific project, usually funded by a donor, and the job lasts for as long as the project does. Announcements often include a phrase such as "extension subject to funding availability and project requirements." This means the employer cannot promise how long you will be employed, because it depends on whether the donor continues to fund the project. Before accepting, ask when the project is scheduled to end and whether there is a realistic chance of continuation.

4Short-term, casual, and roster positions

Some vacancies are for short assignments, such as a data collection exercise lasting ten days. Others are "roster" or "standby" positions: you join a pool of people the organization calls when work is available, and you are usually paid only for the days you work. These roles can be useful for experience and income, but they do not give the stability of a full-time contract. Ask how many days of work to realistically expect, how payment is calculated, and how often you will be paid.

5Internships and volunteer positions

Internships are designed for learning, usually for recent graduates. Some are paid, while others are unpaid volunteer positions, and the announcement should say which. Do not assume that an internship leads to a job. If it matters to you, ask about the duration, whether there is a stipend or transport allowance, whether you will receive a certificate or reference, and whether the organization has hired interns into regular positions before.

6The probationary period

Many announcements list a probationary period, commonly three months. During this time your performance is assessed before your position is confirmed. Ask what the evaluation criteria are, who will carry out the evaluation, and what notice applies if either side decides not to continue. Having these answers in writing avoids misunderstanding later.

7Reading the extension field

When an announcement says that contract extension is possible, treat it as a positive sign but not a guarantee. Employers often attach conditions such as satisfactory performance, continued funding, or continued need. If your decision depends on long-term employment, for example because you are planning to move your family or take on financial commitments, ask directly about the likelihood of extension.

8Questions to ask before you accept an offer

• What are the exact start and end dates, and what type of contract is it?
• What is the salary, in which currency, and when and how is it paid?
• What benefits are included, such as leave, transport or accommodation allowances, insurance, bonuses, or severance pay?
• What is the notice period if I or the employer wish to end the contract?
• Where is the duty station, and how much travel is expected?
• Who will I report to, and where can I read the full job description?
• Will I receive a written contract before I start work?

Always ask for the written contract before you begin work, read it carefully, and keep a signed copy. If something in the contract differs from what was promised in the announcement or the interview, raise it before signing.

9Understanding salary wording in announcements

Contract terms often appear alongside salary wording such as "as per organization salary scale." Our guide to salary scales at Afghan NGOs explains what these phrases mean and how to approach pay questions. If you are preparing for the next step, see how to prepare for written tests and interviews.

10Final note

Contract terms are not just paperwork. They decide how secure your income is and what happens if circumstances change. For questions about your legal rights as an employee, consult the relevant authority or a qualified legal professional. Reading each announcement closely, and asking the right questions early, helps you choose roles that fit your situation.

1Start with the facts at the top

The first lines of an announcement usually give the position title, the organization, the location, the closing date, the number of vacancies and a vacancy or reference number.

• Vacancy or reference number. Copy it exactly as written. Many employers ask for it in the email subject line and use it to sort hundreds of applications. A missing or wrong number can mean your application is never matched to the vacancy.
• Number of vacancies. This may be one post or several. Some announcements, such as fresh graduate hiring drives at banks, list several provinces under one vacancy number. State the province you are applying for.
• Location. Check whether the job is in one office, in a district, or across several locations. If the work involves field visits or a posting outside your home province, think about travel, accommodation and family before you apply.
• “Re-announced”. The vacancy was advertised before. Read the announcement again in full, because the requirements or the deadline may have changed, and some employers say whether earlier applicants need to apply again.

2Read the deadline carefully

The closing date is the last day applications are accepted. Some employers also give a time, such as 4:00 PM Kabul time. Late applications are normally not considered, and employers rarely make exceptions.

• Send your application at least a day early. Internet and power interruptions are common, and online forms can be slow in the final hours.
• Announcements in Dari or Pashto may give the date in the Afghan solar calendar. Convert it carefully. For example, a deadline of 1405/8/16 corresponds to 7 November 2026. If both calendars are shown, use the date that is clearly marked as the closing date.
• “Open until filled”, or no closing date at all, means the employer can stop at any time, usually once enough good applications arrive. Apply early.

3Separate the duties from the requirements

Duties describe the work. Requirements decide whether you are eligible. Read the requirements first, then use the duties to decide whether you would actually want the job. The wording tells you what is flexible:

• Usually essential: “must”, “required”, “mandatory”, “minimum”, “only”.
• Usually optional: “preferred”, “desirable”, “an advantage”, “an asset”, “ideally”.

A good rule is to apply if you meet every essential requirement and some of the optional ones. If you miss an essential requirement, such as a license, a minimum number of years or a language, your application will probably be screened out, however strong the rest of it is.

4Education and experience lines

• Alternatives. Announcements often allow a trade-off, such as a bachelor’s degree with ten years of experience, or a master’s degree with seven. Check which combination you match.
• Ranges. “1 to 3 years” normally means one year is the minimum. “Minimum 5 years” means at least five.
• Relevant experience. Years count when the work is related to the job. Ten years in an unrelated field do not meet a requirement for five relevant years.
• “Or a related field”. Decide honestly how close your degree is. If the link is weak, explain it in your cover letter by pointing to related courses or work.

When you describe your own experience, count it honestly. Employers verify experience through references and experience letters.

5Rules that are not about your skills

Many announcements include eligibility rules that apply to everyone, however qualified:

• Nationality. “Afghan nationals only” or “national” means exactly that.
• Age. Government announcements often state a minimum and a maximum age.
• Gender. Some posts, such as midwives or counselors who work with women and girls, specify female candidates. Others say that women are encouraged to apply, which is an invitation and not a restriction.
• Residence. “Only residents of the province may apply” is a firm rule, while “local candidates preferred” is not. Our guide on local hiring and residency requirements explains the difference.
• Languages and licenses. Fluency in Dari and Pashto, English ability, a driving or motorbike license, or a professional registration may be listed as requirements.

Applying despite an eligibility rule wastes your time, and it can suggest that you did not read the announcement.

6Contract, salary and benefits lines

• “As per organization salary scale” means the employer will tell you the amount later. Our guide to salary scales at Afghan NGOs explains how scales work.
• “Project-based” or “subject to funding” means the contract depends on the project, and an extension is not guaranteed.
• “Probation” is a trial period at the start of a contract. Three months is common.
• Some announcements say that only office space is provided, and that staff must arrange their own accommodation when they work away from their home province.

Our guide to job contract types in Afghanistan explains what these terms mean in practice and what to ask before you accept an offer.

7The how-to-apply section matters most

This is the part that most often causes rejected applications. Read it twice and follow it exactly. Look for the answers to these questions:

• Do you apply by email, by an online form, or through a company portal?
• What must the email subject line say?
• Which documents are required now, and which will be requested only if you are shortlisted?
• Is there a file format or a size limit?
• Is there a second address to copy?

Apply only through the channel stated in the announcement. Our guide on how to send a job application email and use online forms goes through each step. Most announcements also say that only shortlisted candidates will be contacted, so silence after you apply is normal.

8Warning signs

Be careful if the announcement does not name the organization, asks for a fee, uses only a personal WhatsApp number, promises a very high salary for little work, or asks for your Tazkira or passport before any interview. Read our guide on avoiding job scams before you respond.

9A six-question check before you apply

• Do I meet every essential requirement?
• Is the deadline at least one day away?
• Do the nationality, gender, age and residence rules allow me to apply?
• Do I have the documents they ask for?
• Do I know exactly how and where to apply, and what the subject line must say?
• Is this a genuine employer?

If the answer to all six is yes, tailor your CV and cover letter to the announcement and apply. The free CV and cover letter builders on Afghan Job can help you prepare both.

1Follow the instructions exactly

One of the most common sentences in Afghan job announcements is a version of this: applications without the required subject line, or received after the closing date, will not be considered. Employers write it because they mean it. Before you write anything, find these details in the announcement: the email address, the subject line, the attachments, the file format and the deadline.

2Write a subject line they can match

A subject line that matches the instruction lets the employer find your email in seconds. Common patterns are:

• The vacancy number followed by the position title, for example: ABC-2026-014 Finance Officer.
• The position title and the province, for example: Community Mobilizer, Kandahar.
• The position title only, when no number is given.

Copy the wording from the announcement instead of retyping it from memory, and do not add extra words such as “urgent” or “please consider”.

3Attach the right files in the right format

• Send PDF files. A PDF keeps your layout on every phone and computer. Avoid sending photos of paper pages.
• One file or several. Some employers ask for your CV and cover letter combined in a single PDF. Others want separate files. Do what the announcement says.
• Name the file clearly. Use your full name and the document type, for example Ahmad-Karimi-CV.pdf. Some employers specify the exact file name, so check.
• Respect size limits. Announcements sometimes limit attachments to a small size, such as one or a few megabytes. Scan at a sensible quality and compress large files so the email is not rejected by the employer’s mail system.
• Send only what is requested. Some announcements say not to attach certificates at this stage, because shortlisted candidates will be asked for them later. Others say that your education documents and Tazkira are mandatory with the CV. Both kinds of rule are common, so read this line carefully.

4Write a short, clear message

The email itself can be brief. State the position, say what is attached, and give your contact details. A message like this is enough:

Subject: ABC-2026-014 Finance Officer

Dear Hiring Team,

I am applying for the position of Finance Officer (vacancy number ABC-2026-014) advertised on Afghan Job. My CV and cover letter are attached as one PDF file.

You can reach me on 07XX XXX XXX or at this email address.

Thank you for your consideration.
Ahmad Karimi

If the announcement is in Dari or Pashto, you can write the message in that language. Keep the tone polite and professional, and write from an email address that includes your name and not a nickname.

5Copying another address

Some announcements ask you to send to one address and copy another (CC). Put the main address in the To field and the second in the CC field, exactly as instructed. Do not use BCC, because the employer may not see that the second address was copied.

6Online forms and career portals

Many employers now use Google Forms, their own career pages or a recruitment portal instead of email. These habits help:

• Use one email address that you check every day and will keep. Confirmation and interview messages go there.
• Prepare your answers in a document first and paste them in. Many forms cannot save a draft, and a lost connection can erase everything.
• Complete every required field, and fill in your education and work history completely and accurately. Some forms are screened field by field.
• Upload documents as PDF files and check the size limit before the last day.
• If you must create an account, do it early. Verification emails can take time to arrive.
• Submit before the final hour, then save the confirmation page or take a screenshot.

Always open a form from the link in the announcement, and check that the address belongs to the employer.

7After you apply

• Keep a simple record of every application: the date, the vacancy number, where you sent it and the closing date. A notes app or a spreadsheet is enough.
• Do not send the same application again and again. It does not help and can irritate the employer.
• Contact the employer only if the announcement invites questions. Most say that only shortlisted candidates will be contacted, so silence is normal.
• Keep checking your email, including the spam folder, and answer interview invitations quickly.

8A final checklist

• The subject line matches the instructions exactly
• The email address is typed correctly
• All required documents are attached, in the right format and within the size limit
• The file names include your name
• Your phone number and email address are correct in the CV
• You sent it before the deadline

For help preparing the documents themselves, see our guides on writing a CV for Afghan NGO jobs and writing a cover letter. To understand every part of an announcement first, read how to read a job announcement.

1Identity documents

• Tazkira. Many announcements ask for a copy of your Tazkira, and some ask specifically for the electronic Tazkira. Make sure your name, your father’s name and your date of birth are spelled the same way on all your documents.
• Passport. It is needed for international roles or travel, and sometimes accepted where a Tazkira is not available.
• Passport-size photographs for forms that ask for them.

The name on your CV should match your Tazkira. Different spellings can cause delays in checks and in contracts.

2Education documents

• Your graduation certificate or diploma, and a transcript that shows your subjects and grades.
• Government employers, and some others, ask for university documents that are verified by the Ministry of Higher Education. Announcements often say so. Check this early, because verification can take time.
• Degrees from outside Afghanistan may need additional verification. Announcements for government jobs often say what is required.
• High school graduation certificates, and certificates from technical or vocational institutes, for roles that do not require a degree.
• Certificates from short courses, such as computer, English, project management or first-aid training.

3Professional registrations and licenses

Some jobs require proof that you are allowed to practice or to perform a task.

• Health jobs. Doctors are often asked for registration with the Afghanistan Medical Council. Nurses and midwives may be asked to show that they passed the required exit exam or the Ministry of Public Health exam. Vaccinators are usually asked for an EPI training certificate.
• Driving and outreach roles. A valid driving license, and for some health outreach jobs a motorbike license with riding experience.
• Finance, engineering and IT. Professional certificates, such as ACCA, CPA or software and networking certificates, when they appear in the requirements.

4Proof of your experience

• Experience letters. Ask for a signed letter on the organization’s letterhead when you leave a job. It should state your title, your start and end dates, and your main duties. It is much easier to get while you still work there, or just after you leave.
• Copies of contracts, where you are allowed to share them.
• Reference letters, or the names and contact details of two or three referees who have agreed to be contacted.
• Examples of your work, where relevant, such as reports, designs or writing samples that are not confidential.

5References

Choose referees who know your work well, such as a former supervisor. Ask their permission first, tell them which jobs you are applying for, and check their phone numbers and email addresses. Many employers contact references only at the final stage, and some also ask former employers about conduct. Our guide on safeguarding and misconduct checks explains why.

6Make clean digital copies

• Scan documents flat and in good light, or use a scanner app, so every word is readable.
• Save each one as a separate PDF with a clear name, such as Ahmad-Karimi-Tazkira.pdf or Ahmad-Karimi-Bachelor-Diploma.pdf.
• Keep each file small enough to email. Compress it when necessary, but never so much that the text becomes unreadable.
• Store everything in one folder on your phone and keep a backup in your email or cloud storage, so that a lost phone does not mean lost documents.
• Keep the original documents safe, and send copies only.

7When to send documents, and when not to

• Send documents only when the announcement asks for them.
• If it says that certificates will be requested from shortlisted candidates, do not attach them now.
• If it says that documents are mandatory, attach them in the format requested. Applications without them may be removed from the process.
• Never send your Tazkira, passport or certificates to someone who contacts you privately, who uses only a personal number, or who asks for money. Read our guide on avoiding job scams.

8A quick checklist

• Tazkira copy, with the same name spelling as your CV
• Degree or diploma, transcript, and any verification the employer requires
• Licenses or registrations that the job requires
• Experience letters from previous employers
• Two or three referees who have agreed to be contacted
• Everything saved as clearly named PDF files in one folder, with a backup

With these ready, you can follow the instructions in how to send a job application email and use online forms and apply quickly and with confidence.

1Understand why “experience required” appears everywhere

Employers ask for experience because they have limited time to train new staff. But the requirement is not the same in every job. Roles at assistant, officer or trainee level often accept one to two years, and some employers run recruitment drives specifically for fresh graduates. When an announcement says “fresh graduate”, it is inviting you.

Read the details of such drives carefully. Some banks, for example, set an age range, a minimum grade point average or a minimum percentage for your degree, and they may spread positions across several provinces. Apply only if you meet the stated conditions, and apply for the province listed.

2Where beginners usually start

• Data entry and data collection, including enumerator and survey roles
• Administrative assistant, clerk and receptionist positions
• Customer service and teller roles in banks and microfinance institutions
• Trainee, intern and assistant positions at NGOs
• Teaching and training assistant positions
• Junior roles in IT support, design and media

Short contracts, such as survey work, may be casual or daily-paid and may not be permanent. But they give you real experience and a reference, and many people use them as a first step.

3Build experience before you have a job

• Internships and volunteering. Ask local NGOs, schools, clinics, private companies and community groups whether they take volunteers or interns. Even a few months can go on your CV.
• University projects. A research project, thesis or group assignment shows skills when you describe it with results: what you did, which tools you used and what you found.
• Freelance work. Translation, design, typing, tutoring or social media work for small businesses counts as experience if you can describe it honestly.
• Short courses. A course in accounting software, English writing, project management or data analysis, with a certificate, shows initiative.

Ask each organization for a signed letter that states your role and your dates. A letter is worth much more than your own description.

4Skills employers ask for again and again

• Microsoft Excel and Word, and the ability to write a clear report
• Good written English, together with Dari and Pashto
• Basic accounting software such as QuickBooks, if you are interested in finance roles
• Data collection tools such as KoBo or ODK for monitoring and survey work
• Communication, teamwork and the ability to meet deadlines

Practice these skills on real tasks. For example, build a budget in Excel, write a one-page report about a recent event, or collect answers from fifty people using a free tool. Keep the results as examples of your work.

5Write a CV that shows potential

• Put education first, with your degree, university, graduation year and, where it is strong, your grade.
• Add projects, volunteering, internships and courses under clear headings.
• Use numbers where you can: the number of people you trained, the pages you wrote, or the surveys you collected.
• Keep it to one page, free of spelling errors, with a professional email address.

The free CV builder on Afghan Job helps you create this structure, and our guide on writing a CV for Afghan NGO jobs explains what screeners look for.

6Search and apply with a routine

• Set job alerts for the categories and provinces you want, so that new vacancies reach you quickly.
• Apply early, because many employers review applications as they arrive.
• Tailor each application to the announcement instead of sending the same file to everyone.
• Keep a record of what you applied for, so that you can prepare when you are called.
• Aim for steady effort, such as a few well-prepared applications each week, instead of dozens of rushed ones.

Before you apply, read how to read a job announcement and how to send a job application email and use online forms so that no technical mistake costs you the chance.

7At the interview

Interviewers know that you are a beginner. They look for honesty, motivation and the ability to learn. Prepare examples from your studies, projects or volunteering, learn about the organization, and practice answering questions aloud. Our guide on written tests and interviews at Afghan NGOs explains what to expect.

8From first job to career

In your first job, do the basics well: arrive on time, meet deadlines, ask questions, and learn the organization’s systems and reporting. Ask for an experience letter before you leave, stay in touch with supervisors who can be your referees, and keep learning. A year of solid work often opens the next door, for example from enumerator to monitoring assistant, or from clerk to officer.

9Protect yourself

Fresh graduates are a common target of fake vacancies. Do not pay anyone to get a job, and be careful with offers that seem too good. Read our guide on avoiding job scams.

1The key terms in plain words

• Safeguarding means protecting people, especially children and adults at risk, from harm caused by an organization’s staff or operations.
• PSEA stands for Protection from Sexual Exploitation and Abuse. It is the rule that staff must never exploit or abuse the people the organization serves.
• SEAH is the short term for sexual exploitation, abuse and harassment together. Sexual harassment means unwanted sexual behavior toward colleagues or others.
• Code of Conduct is the set of behavior rules that every staff member signs. It usually covers respect, honesty, conflicts of interest, fraud and corruption, and safeguarding.
• Zero tolerance means that the organization does not accept these behaviors and will act on credible reports.

2Why employers include these statements

Aid organizations work with vulnerable communities and manage donor funds, so donors and regulators expect strict recruitment checks. The statements tell you what the organization expects and which checks will happen. They are not an accusation, and every applicant sees them.

3What you may be asked to confirm

• That you have not previously violated a policy on sexual misconduct, exploitation and abuse, child safeguarding or trafficking.
• That you agree to reference and background checks.
• That, if you are hired, you will sign the Code of Conduct and complete the required training, which is often online and repeated every year.

Read the declaration and answer honestly. If you are unsure about anything, ask the employer’s HR team before you apply.

4The Misconduct Disclosure Scheme

Many organizations take part in the Inter-Agency Misconduct Disclosure Scheme. It was launched in 2019 by the Steering Committee for Humanitarian Response (SCHR) and is now hosted with the CHS Alliance. Under the scheme, an employer that is about to hire you asks your previous employers whether you were found to have committed sexual harassment, sexual abuse or sexual exploitation, or whether an investigation was open when you left.

• It covers sexual harassment, sexual abuse and sexual exploitation.
• Your consent is requested, and application forms typically include a statement in which you agree.
• The information is exchanged between the new employer and your past employers. It is not collected in a central list.
• The scheme asks employers to look back over at least the last five years of employment.

For the large majority of applicants, these checks confirm nothing of concern. Their purpose is to stop people who have been found to have abused others from moving to a new organization unnoticed.

5Other checks you may meet

Depending on the organization and the post, you may also meet:

• Reference checks with the people you listed
• Verification of your education and experience documents
• Background screening, which for some posts, especially international ones, may include criminal record or sanctions checks
• A declaration of conflicts of interest, for example relatives who work at the organization

6How to prepare

• Choose referees who can speak about your conduct as well as your skills.
• Make sure the dates and job titles on your CV match your experience letters.
• Read the organization’s Code of Conduct when it is published on its website.
• Be ready for interview questions about ethics. For example: a community member offers you a gift, or a colleague asks a beneficiary for a favor in return for help. What do you do?

A good answer is calm and practical: refuse the gift politely, never take advantage of your position, remind the colleague of the rules, and report your concern through the organization’s reporting channel. Interviewers want to hear that you know the rules and would act on them. Our guide on written tests and interviews at Afghan NGOs has more preparation tips.

7Reporting concerns

Most organizations publish a hotline or an email address for reporting misconduct, and many announcements include it. Use it to report concerns about staff behavior. Do not send your CV or application to these channels: they are not for recruitment, and an application sent there is usually not reviewed. Never pay anyone to speed up an application.

8Common questions

• Does the declaration mean they suspect me? No. Every applicant is asked.
• What if I have never worked for an NGO? The declaration still applies, but your earlier employers may have nothing to report.
• Can I refuse the checks? You can, but the employer will usually not continue with your application, because the checks are part of its recruitment process.

To see where these statements appear in a real announcement, read how to read a job announcement. To prepare your referees and documents, see documents to prepare before you apply.

1The common wordings and what they mean

• “Only residents of [province or district] are eligible to apply.” This is a firm rule. Applicants from elsewhere are normally not considered.
• “Priority will be given to local candidates.” Others may apply, but local applicants are ranked first when they meet the requirements.
• “Local candidates are encouraged to apply.” This is an invitation and not a restriction.
• “Preference will be given to local residents.” Similar to priority. It may decide between two equally qualified candidates.
• “Original residents of the district.” A stricter form that may focus on where you and your family are from.

2Why employers use these rules

• Access and acceptance. Local staff often know the community, the roads and local customs, and communities may trust them more.
• Security and logistics. Moving staff between districts can be difficult.
• Language. Local knowledge includes local dialects.
• Cost. Some organizations provide only office space and not housing. Announcements may say that staff who work outside their home province must arrange their own accommodation.
• Project design. Some projects aim to create jobs in the area they serve.

3How employers may check

Employers may ask where you live and compare your answer with your Tazkira or other documents. Some ask for additional proof of residence. Follow the instructions in the announcement. Do not claim a residence that you do not have. If it is discovered, you can lose the job, and it can damage the references you rely on later.

4If you are a local candidate

• Say clearly in your CV and cover letter which district and province you live in, and for how long.
• Highlight local knowledge: languages and dialects, community contacts and any earlier work in the area.
• Make sure your documents show the same place.
• Be ready for interview questions about the area and its needs.

5If you are not a local candidate

• Look carefully at the wording. If it says “only residents”, look for other vacancies instead of applying.
• If it says “priority” or “preferred”, you can apply when you meet every requirement, but expect strong competition from local applicants.
• Look for roles that are not tied to residence: national positions, head office positions in Kabul, or jobs in your own province.
• Think about the cost of relocating before you accept a job in another province: housing, travel and living costs. Ask the employer what support is provided.
• Consider your family and the security situation, and take time before you decide.

6How to state your location in your application

Make your location easy to find and consistent. On your CV, give a current address that names the district and the province, for example: “Current address: Khanabad District, Kunduz Province.” In a cover letter, one clear sentence is enough:

I have lived in Khanabad District, Kunduz Province, for the past twelve years, and I speak the local dialect, which will help me work with the communities in the project area.

Use the same wording in the email, the form and the CV. If the form has a field for the province or district, choose the one named in the announcement, and do not leave it blank.

7If you recently moved, or live between two places

Many people have moved because of work, study or family. First check what the announcement actually asks. “Residents” usually refers to where you live now, while “original residents” refers to where you and your family come from. If the announcement is not clear and it invites questions, ask the employer through the contact given in the announcement. Do not guess, and do not list a place where you do not really live. If you qualify under the wording, give the facts plainly: where you live now, where you lived before, and how long.

8Common mistakes

• Applying for a post that says “only residents” when you do not live there
• Writing an address on the form that is different from the one on your documents
• Giving only a province when the announcement asks for a district
• Applying for several locations under the same reference number when the announcement allows only one
• Assuming that “preferred” means “required”, and so not applying when you could have

9Other limits that appear together with residence

• Gender-specific posts, such as female midwives or counselors
• Nationality rules, such as “Afghan nationals only”
• Required languages, usually Dari and Pashto
• Willingness to travel to project sites, sometimes with overnight stays

10Announcements that list several locations

Some announcements list several provinces or offices under one reference number. In that case, state the province in your application and in the subject line if asked. Do not apply to every location unless the instructions allow it.

11A short checklist

• Is the rule firm (“only”) or soft (“priority”, “preferred”, “encouraged”)?
• Do I live in the province or district named?
• Do my documents show the same place?
• Can I afford to relocate if the job requires it?
• Have I stated the correct location in my application?

To read the rest of an announcement with the same care, see how to read a job announcement. For the documents you may need, see documents to prepare before you apply.

1How primary health care is organized

Afghanistan’s Ministry of Public Health (MoPH) set out a standard package of primary health services called the Basic Package of Health Services (BPHS), first adopted in 2003 and revised since. A complementary Essential Package of Hospital Services (EPHS), published in 2005, covers hospitals. For many years NGOs have been contracted to deliver these packages, which is one reason why so many health vacancies come from NGOs.

The BPHS describes six types of facility:

• Health post. The community level, run by community health workers.
• Health sub-center (HSC). A small facility close to communities.
• Basic health center (BHC). A clinic that offers basic services, including maternal and child care.
• Comprehensive health center (CHC). A larger center with more staff and services, such as a laboratory.
• Mobile health team (MHT), or mobile health and nutrition team (MHNT). A team that travels to areas without a nearby facility.
• District, provincial and regional hospitals. The hospital levels covered by the EPHS, where more serious cases are referred.

You may also see references to newer package proposals, such as the Integrated Package of Essential Health Services (IPEHS). Treat the announcement as your guide to which package a project follows.

2Common roles and what they usually require

• Medical doctor. A medical degree, registration with the Afghanistan Medical Council, and clinical experience, often in an NGO facility.
• Nurse and vaccinator. A nursing diploma or degree, proof of passing the required exam, and for vaccinators an EPI training certificate. Outreach roles may require a motorbike license.
• Midwife. A midwifery qualification and licensing exam result, experience in maternity or family health, and often the ability to work shifts. Most midwife posts are for women.
• Laboratory and pharmacy staff. A relevant diploma or degree and experience in a health facility.
• Nutrition staff. Experience with the treatment of malnutrition, therapeutic feeding units and community screening.
• Mental health and psychosocial support (MHPSS) staff. Counselors, social workers and psychology graduates, with training such as psychological first aid.
• Community health supervisors and health educators. Supervision of community health workers and awareness sessions.
• Data and reporting roles. HMIS officers, data entry staff and monitoring staff, with strong Excel and reporting skills.
• Management roles. Health facility in-charge, technical health manager and provincial manager, which often require a medical degree with public health training and several years of BPHS experience.

3Abbreviations you will meet

• BPHS, EPHS. The basic and hospital service packages described above.
• EPI. Expanded Program on Immunization, the national vaccination program.
• HMIS. Health Management Information System, used to collect and report health facility data.
• IMAM, SAM, MAM, TFU. Integrated Management of Acute Malnutrition, severe and moderate acute malnutrition, and therapeutic feeding unit.
• RMNCAH. Reproductive, maternal, newborn, child and adolescent health.
• IMCI. Integrated Management of Childhood Illness.
• BEmONC, CEmONC. Basic and comprehensive emergency obstetric and newborn care.
• IPC. Infection prevention and control.
• GBV, PFA, MHPSS. Gender-based violence, psychological first aid, and mental health and psychosocial support.
• P4P, TPM. Pay for performance, and third-party monitoring, which are terms from health program contracts and monitoring.

4Female posts and local candidates

Services for women and girls, such as midwifery, family health and many counseling roles, are generally delivered by female staff, so these announcements often specify female candidates. Health facility posts also frequently give priority to local residents, because staff must reach the facility and know the community. Our guide on local hiring and residency requirements explains these lines.

5Prepare your documents

• Your professional registration and the results of any required exam.
• Training certificates, for example BEmONC, IMCI, EPI, IPC or psychological first aid.
• Experience letters that name the facility type (BHC, CHC, hospital), your duties and your dates.
• References from supervisors who know your clinical work.
• A copy of your Tazkira and your degree or diploma.

Our checklist of documents to prepare before you apply shows how to prepare clean digital copies.

6Make your application stronger

• Use the same terms as the announcement. For example, name the facility types and programs you have worked in, such as BHC, MHT or EPI outreach.
• Give numbers: deliveries attended, children vaccinated, patients seen per day, reports submitted.
• Show reporting skills, such as HMIS, KoBo and Excel.
• State your languages: Dari and Pashto, and English when it is required.
• Be honest about your experience, because health employers check licenses and references.

7Check each announcement for

• The province and district, and whether a residency rule applies
• Whether the post is full time, project-based or extendable
• The deadline and how to apply, which is often an online form
• Whether you must attach documents now, or whether they will be requested later

For a full walk-through of an announcement, read how to read a job announcement. When you are ready to apply, follow how to send a job application email and use online forms.