For over a year, “ghost jobs” have been a hot topic among job seekers and concerned professionals. These are roles posted online that companies have little or no intention of filling.
The latest Bureau of Labor Statistics Job Openings and Labor Turnover Survey (JOLTS) data adds a new twist: The gap between job openings and actual hires, while down from the spike in 2022, still remains consistently above hiring levels. What does this mean for employers and candidates?
The data reveals a notable imbalance, fostering concern among both professionals and job seekers. Job postings continue to rise, yet hiring rates lag behind expectations. This disconnect raises questions about transparency, technology, and overall trust in the labor market.
Why Are Companies Posting Jobs They Don’t Plan to Fill?
Several factors contribute to this phenomenon:
- Pipeline maintenance: Some organizations post roles simply to “keep the pipeline warm,” or even benchmark talent availability and expertise. They want to attract talent for future needs, even if the position isn’t currently budgeted or approved. While this strategy can help maintain a talent pool, it often misleads candidates who invest time applying for jobs that don’t exist.
- Automated screening tools: AI-driven applicant tracking systems (ATS) often filter out qualified candidates based on rigid criteria. This creates a disconnect between the volume of applications and the number of hires (ATS Technology Report). Employers may believe they have plenty of applicants, but automation can unintentionally narrow the pool to an unrealistic shortlist.
- Unclear job descriptions: Vague or overly broad postings can lead to mismatched expectations. When roles aren’t clearly defined, they often remain unfilled (Bias-Free Job Descriptions Guide). Ambiguity in responsibilities or reporting structures signals a lack of internal clarity, which slows down hiring decisions.
- Budget and approval delays: In some cases, roles are posted before final approval. If budgets tighten or priorities shift, these positions quietly disappear — leaving candidates wondering what happened.
- Appearance of growth in a stale economy: Some companies may use job posts to create the illusion of growth in an otherwise struggling or stagnant time of hiring. This may be done to create an appearance that the company is keeping up with the industry hiring or growth. All in all, it’s an unethical approach to competition, hurting the human talent in the process.
The Impact on Employer Brand
Ghost jobs don’t just frustrate candidates — they can damage an organization’s reputation. Misleading postings for non-existent positions erode confidence in a company’s hiring practices, overall culture, management, and reputation. Job seekers share experiences on social platforms, and negative sentiment spreads quickly and sticks for some time.
Employers should consider the long-term cost of these deceptive practices. A candidate who feels misled may decline future offers or discourage others from applying. Clear communication about hiring timelines and role status helps maintain credibility and candidate interest.
How Job Seekers Can Spot a Ghost Posting
While it’s not always obvious, here are some signs that a job may not be real:
- The posting has been live for months without updates.
- The role appears repeatedly on multiple platforms with no reported hires.
- The description lacks specifics about responsibilities or reporting structure.
- There’s no urgency in the language — phrases like “ongoing recruitment” or “future opportunities” can be red flags (Unmudl’s Guide to Spotting Ghost Jobs).
Candidates can also look for signals in the application process. If communication stalls after submission or the recruiter cannot provide details about the role’s timeline, it may indicate the position isn’t active.
Strategies for Job Seekers
Ghost jobs are frustrating, but don’t enable them to deter your professional search and advancement. Here are practical steps:
- Focus on active engagement: Prioritize roles where recruiters respond promptly and provide clear timelines and updates.
- Network beyond postings: Direct connections often reveal whether a role is real. Reach out to employees or hiring managers for insight.
- Track patterns: If a company repeatedly posts the same role without hires, proceed with caution.
- Ask direct questions: During interviews, inquire about the urgency of the hire and whether the role is fully approved.
Policy and Industry Implications
The persistence of ghost jobs raises broader questions about labor market reporting and employer accountability. Should companies disclose when postings are exploratory? Some experts argue for greater transparency in job boards and corporate career sites.
Regulatory bodies and HR associations may eventually set guidelines to curb misleading practices. Until then, the responsibility falls on employers to communicate clearly and on candidates to stay informed. Staffing experts can help to weed out ghost posts through their direct contact, knowledge, and professional opinions through the hiring process.
The Bottom Line
Ghost jobs complicate an already challenging labor market. For employers, transparency matters; unclear hiring intentions can damage brand trust. For candidates, vigilance is key; knowing what to look for can save time and frustration.
The bottom line is whether this gap is created intentionally or unintentionally, the market has taken notice, and companies will be measured on movement. Unethical approaches or lack of accountability and care during a hiring process can damage the future recruiting efforts of a company. As such, employers should take notice. In the wise words of Thomas Paine, “Character is much easier kept than recovered.”
Jennifer Schielke is the author of “Leading for Impact: The CEO’s Guide to Influencing With Integrity” and the CEO/co-founder of Summit Group Solutions, LLC, an IT staffing and recruiting partner. Her company is a multi-year Inc. 5000 awardee and an Inc. Power Partner. Schielke’s values-based leadership principles drive the company’s mission to unite talent and technology through relationship-focused staffing and recruiting solutions. Her 30 years of business leadership experience also includes 20 years of life-on-life ministry, which advanced her commitment to serve others generously and to lead with integrity. The shared vision Schielke and her staffing team have measures success by what they give. Through her keynote speeches, workshops, and book, she empowers job candidates, leaders, and organizations to connect with their purpose and foster meaningful relationships.