In today’s job market, the term “ghosting” is no longer just associated with dating or unresponsive applicants. Increasingly, it’s the hiring process itself that’s vanishing into thin air—leaving candidates frustrated, confused, and disengaged. According to new research from LiveCareer, this problem is more common—and more systemic—than many HR teams may realize.
The practice of “ghost jobs”—job listings posted with no intent to fill—is no longer rare. In fact, 45% of HR professionals surveyed said they regularly post jobs they don’t plan to hire for.
So, what’s the point?
The use of ghost jobs can provide some tangible benefits for those companies that use them. For instance, ghost jobs can help gauge market interest in various types of options, help to gather resumes for future anticipated openings, or simply help with internal (or external) “optics.”
But benefits can be outweighed by potential drawbacks—specifically, poor candidate experience which can damage the employer brand.
Ghosting Goes Beyond Job Postings
It’s not just job listings that can be problematic. Ghosting can occur throughout the talent acquisition process.
In fact, nearly 69% of HR professionals admit to abandoning job searches without notifying candidates. This means a growing number of job seekers are left mid-process, often after interviews, with no closure or explanation.
The consequences are tangible.
The Numbers Tell a Troubling Story
According to the report:
- 43% of ghost listings remain online for 1–4 weeks.
- 37% stay up for 1–3 months.
- 5% never come down at all.
This prolonged visibility gives candidates false hope—and wastes their time. That’s not just frustrating for applicants; it’s potentially damaging to both your company and employer brand. Consider that almost half (47%) of HR respondents said their company has received multiple complaints about ghost listings.
Short-Term Gains, Long-Term Costs
That suggests an even deeper issue for concern—hiring practices that prioritize expedience over transparency.
While employers may benefit short-term from building pipelines or appearing growth-focused, the long-term costs—brand damage, candidate distrust, and lost goodwill—are harder to quantify but just as real.
Simple Solutions for a Complex Problem
What can be done? At a minimum, companies should audit their job boards regularly, remove outdated postings, and set clear internal policies about when and why roles are listed. Even a brief automated message informing candidates that a search has ended is better than silence.
In a labor market defined by uncertainty, clear communication is a competitive advantage. And in an era of ghost jobs and vanishing updates, organizations that choose to be visible and responsive will stand out for all the right reasons.
Lin Grensing Pophal is a Contributing Editor at HR Daily Advisor.