No, that job isn’t real. The rapid rise of ghost jobs and how to avoid them

Going through the process of online applications just to find out that the job does not exist can be frustrating and this experience seems to be shared by many job seekers worldwide, with an unprecedented rise in ‘ghost jobs’—where companies post jobs with no intention of hiring.

What are ghost jobs?

It would not be right to call ghost jobs scams. Though they are essentially job listings from companies, often large and popular organisations, they may not correspond to actual open positions. These companies may have been hiring for the role at some point. Perhaps, owing to budget cuts or other internal decisions, these roles remain open or on hold. Regardless, the job listing stays online, misleading and deceiving thousands of job seekers, who end up applying for jobs that do not exist.

Ghost jobs have come into prominence in recent years as more and more people hunt for jobs online. However, in the last two years, they have become a growing problem in the global job market. A report by Resume Builder, an online resource for job seekers, published in June said that four out of 10 companies admitted that they posted fake job listings. Meanwhile, three out of 10 companies admitted to advertising for roles that are not real. The portal calls ghost jobs a “disturbing trend”. “This highly unethical tactic can impact job seekers’ perceptions and organisational trust,” the company said on its website.

The Resume Builder report shows that 40 per cent of companies have posted a fake job in 2024. Unlike scams where bad actors seek the personal information of job seekers, most fake jobs are reported to be pushed by hiring managers. The same report also says that seven in 10 hiring managers believe that this practice is “morally acceptable” and beneficial for businesses. However, the reality is that these job listings complicate the relentless job search process for thousands of professionals. Moreover, such fake listings can lead to a trust deficit between individuals and organisations.

Another glaring aspect of the report is that numerous hiring managers admitted that their companies’ human resource departments, senior management, top executives, and even investors have suggested fake job schemes.

Why are ghost jobs on the rise?

The reasons for this rapid rise in ghost jobs are multifold. Some organisations keep these fake listings active to keep their options open, similar to how users of dating apps keep their profiles online even when they may not be actively pursuing them. Another reason is that these organisations are keen on attracting good candidates, even though they may not be in a position to immediately hire them. This is because such a listing would help them build a pool of talent to draw from whenever the need arises.

Besides, regular job postings on popular sites can also enhance a company’s market visibility. Such frequent listings can create a perception that the organisation is growing and thriving—a positive signal for investors and clients. Also, in some cases, companies resort to such postings as a form of market research, essentially to understand the skills that are in high demand, changing salary expectations of job seekers etc. However, although these may benefit companies, such postings leave job seekers in despair, resulting in negative employer branding.

Interestingly, according to the Resume Builder report, 60 per cent of companies posting fake jobs said that they were doing so to make their employees believe that their workload would be eased by new staff. And, what’s worse, 62 per cent said that they posted ghost jobs to instil fear in the employees that they are replaceable.

How are ghost jobs impacting the job market?

The rise in ghost jobs is muddying the job market by faking a strong hiring trend, making it harder for job seekers and economists to gauge the true state of employment. For instance, in June, the US Bureau of Labor Statistics’ Job Openings and Labor Turnover Survey (JOLTS) showed 8.18 million job openings, indicative of a positive hiring environment.

Contrary to this, amid the spate of layoffs in the US, many job seekers continue to struggle to find employment. They are probably sending hundreds of emails a week without landing a single interview. This disconnect between data and ground realities is seemingly adding to the chaos for US policymakers trying to grasp the true nature of the labour market.

 5 ways to spot ghost jobs

For job seekers, there are a few telltale signs to watch out for. A key indicator could be the duration the job has been posted for. If the job posting has been online for months, with an especially large number of applicants, it is likely to be a ghost job. A recent report said that as many as 1.7 million job openings on LinkedIn in the US in 2023 were older than a month, suggesting that they could be fake.

Experts suggest that vague job titles could be another red flag. Web Overlord, Reception Rockstar, Project Manager Superstar, etc., may indicate that the companies could be attracting a pool of talent rather than looking for specific roles to be filled. These vague titles could indicate that organisations could be simply looking at creating a reserve of candidates for future needs.

Vague job descriptions are another sign. If the job description reads like a template, it could well likely be one. Job postings for legitimate roles, such as senior executives, are more likely to be specific about the responsibilities and qualifications needed. Even if the description is vague, hiring managers looking to hire for key roles would likely get back sooner.

A job listing that has been seen somewhere before. Legitimate job listings appear and disappear the moment they are closed. However, this may not be true all the time, as a job posted a few days ago is unlikely to be a ghost job compared to the one posted several months ago.

Another key indicator is the absence of details about the company. It could be a sketchy email address that does not sync with the company’s official website or the absence of a valid online presence. 

Combating ghost jobs

Mitigating the issue of ghost jobs would require more transparency and accountability from companies and job posting platforms. Some of the most trusted job posting platforms like LinkedIn, Indeed, and ZipRecruiter need to be vigilant and ensure the integrity of the listings featured on their sites.

Experts suggest that platforms like these should enforce strict verification processes by reaching out to various stakeholders within the hiring process to establish their authenticity. Some crucial details, like the age of the job listing and when it was filled last, could also be helpful. Companies should also be required to mandatorily update the listing once they have hired a candidate.