Ghost Jobs Are Becoming a Bigger Risk for Employers
When someone applies for a job, there's a reasonable expectation that the employer has a position to fill. Yet an increasing number of job seekers are discovering that some advertised opportunities aren't really opportunities at all.
These so-called ghost jobs are positions that don't exist or that employers have no immediate intention of filling. According to research from Clarify Capital, approximately one in four employers with advertised openings don't plan to fill those positions for at least three months.
The reasons for this vary. Some employers want to collect resumes for future vacancies or assess the available talent in the market, others may be trying to create the impression that their business is growing or reassure existing employees that additional help is on the way. While building a pipeline of potential candidates is a legitimate recruiting strategy, advertising a position without being clear about hiring intentions can waste applicants' time and damage an employer's reputation.
The practice is also attracting attention from lawmakers. Legislation proposed in Pennsylvania and New York would introduce greater transparency around hiring timelines and job postings, while the Texas attorney general has opened an investigation into allegations involving fake job advertisements.
Although these developments don't necessarily mean new legal requirements are in effect, they reflect growing concern about the accuracy of advertised job opportunities.
What Employers Should Do Instead
Employers can plan for future staffing needs and build relationships with prospective candidates without advertising positions they aren't ready to fill. The key is to make sure recruitment practices accurately reflect the opportunities available and that candidates understand what they're applying for.
Advertise genuine openings. Before posting a position, confirm that the vacancy has been approved, the budget is available, and there's a realistic intention to hire. If you're interested in connecting with candidates for future opportunities, be upfront about that rather than presenting the position as an immediate opening.
Keep job postings accurate and current. Review active advertisements regularly and remove listings when positions are filled or canceled. If hiring plans change, update the posting accordingly. It's also worth checking on third-party job boards, where advertisements can sometimes remain visible long after they've been removed from a company's website.
Be transparent about the role and hiring timeline. Candidates should have a clear understanding of the responsibilities, compensation, work arrangements, and what to expect during recruitment. If the hiring timeline is uncertain, communicate that early so applicants can make informed decisions about whether to pursue the opportunity.
Communicate with candidates throughout the process. Applying for a job takes time, particularly when candidates are tailoring resumes, completing assessments, or attending interviews. Acknowledging applications, providing updates, and letting people know when a decision has been made demonstrates respect for that effort and helps maintain a positive impression of your organization.
Take another look at your screening practices. If a position remains difficult to fill, the problem may not be a lack of qualified applicants. Overly restrictive requirements or screening criteria can sometimes eliminate candidates who have the skills and potential to succeed. Reviewing how applicants are evaluated may help employers make better use of the talent already available to them.
A Better Hiring Experience Benefits Everyone
Not every outdated job posting is intentionally misleading. Hiring priorities change, budgets shift, and positions sometimes remain advertised longer than they should. Nevertheless, employers are responsible for making sure their recruitment outreach accurately represents their hiring intentions.
Candidates remember how they're treated, even when they don't receive an offer. Someone who spends time applying for a position that was never going to be filled may understandably be reluctant to consider another opportunity with that employer. Over time, this can damage an employer's reputation and make it more difficult to attract good candidates when they are actually hiring.
Our EffectiveHiring® services help employers take a more structured approach to hiring, from developing effective job advertisements and screening applicants to evaluating candidates and making informed hiring decisions. We work with businesses to create hiring processes that are efficient, consistent, and respectful of candidates' time.
As ghost jobs face increasing scrutiny, employers have an opportunity to look more closely at how they hire. Being clear about genuine vacancies, keeping advertisements current, and communicating honestly with applicants are sensible practices regardless of what new legislation may eventually require. They also help build the kind of credibility that makes talented candidates more willing to consider your organization when a real opportunity comes along.