Finding a job never looked so much like a scary movie. For one, candidates being ghosted by recruiters. Now there's this new wave of ghost jobs, which are positions that don't really exist.
Here's everything you need to know about this trend, plus tips on how to spot and avoid wasting time with a ghost job.
What are ghost jobs?
Picture this: You apply for a job, but are never called for an interview. You think, “Whatever,” and keep applying for other opportunities. Weeks later, you're browsing on LinkedIn and see the exact same job listing you originally applied for—company, role, requirements, duties and responsibilities, all the same. You apply again (because why not?) and the same cycle repeats. That was probably a ghost job.
The term ghost jobs refer to fake job opportunities posted by legitimate companies. These companies may or may not actually hire someone for this role in the future. But at that moment, they aren't really looking to fill the position. Ghost job postings are different from scam jobs, which are fake positions posted by fake companies—usually with the intention of stealing your personal information.
Why do companies post ghost jobs?
There isn't only one specific reason why companies post ghost jobs. A 2022 Clarify Capital survey of 1,000 hiring managers revealed seven different reasons why these fake opportunities are becoming more common nowadays. In some cases, these jobs are posted with no intention to hire at all: 43% of hiring managers said they use these ghost jobs to give the impression that the company is growing. In other cases, companies are just banking candidates for a rainy day: 37% like to have an active pool of applicants in case of a turnover.
Here are the most common reasons why companies post ghost jobs:
- The company wants to keep their options open. For some companies, hiring is like dating. They find someone really cool but because they aren't ready to settle yet, they keep advertising certain roles. This is true for 50% of the hiring managers who answered the Clarify Capital survey, stating that the company is “always open to new people.”
- The company wants to motivate their employees. Some employers believe keeping an active job posting will motivate their employees to work harder. In other words, they want to plant the fear of unemployment in their employees’ heads, so they pretend they're looking for someone new. This is true for 43% of surveyed hiring managers.
- To give the impression the company is thriving. “Fake it until you make it” is a motto that some employers live by. In times of uncertainty in the economy, some companies will advertise false opportunities to make it look like they're growing and thriving.
- They already hired someone but aren't ready to stop looking. The fear employees have of not making it through the first three months in a new job is one that employers share too. That's why they will keep some job postings live—just in case the new hire doesn't work out and they need to replace them quickly.
- They'll hire someone…eventually. Similarly to the employers who are always looking, some want to be prepared for a turnover. In some instances, they initially had the intention of immediately hiring someone but had to make the position temporarily unavailable (for example, last minute budget cuts).
- The hiring manager forgot to delete the listing. Hiring managers often have a lot on their plate—reviewing resumes, scheduling interviews, giving feedback—and some might end up forgetting to delete a listing for a role that's already filled. This is true for 27% of the surveyed hiring managers.
- For no particular reason. 33% of the surveyed hiring managers said that they'll keep ghost job postings live for no particular reason at all.
It doesn't stop there. Ghost jobs are also used as a market research tool, says Heather Guarnera, director of HR consulting at Tower Street Insurance & Risk Management. “Posting ghost jobs helps companies assess the talent pool and gain insight into the skills available in the job market.”
If the company needs to fill a spot in the future, those applications may be used to facilitate the process. “Companies may gather resumes for future reference, even if they do not have an immediate hiring need,” Guarnera says. “This allows them to streamline future recruitment efforts when positions do open.”
How to spot ghost job postings
The only way to avoid being fooled by ghost job listings is training your eyes to spot them. Here are some signs you should look for:
- The position was posted several weeks or months ago. It’s incredibly unlikely that a company isn’t able to find at least one suitable candidate within months (unless it's in a very specific industry, like rocket engineering). So avoid jobs that are open forever. “If a job listing has been up for several months without updates or reposting, it could be a ghost job,” Guarnera says.
- The posting is active on the recruiter's page but not on the company's. Some companies work with third-party recruiters who, due to managing multiple clients, sometimes forget to remove outdated listings. When you cross-check with the company's site, you may find they don’t actually have any open positions. “If a job listing appears on a third-party site but not on the company's official careers page, it may not be an active opening,” Guarnera says.
- There's no recruiter engagement on the posting. You've probably seen this before: A recruiter posts about an open position on LinkedIn with a link or email to apply. Potential candidates ask for more details and nobody answers—this could be a ghost job. “If the listing lacks recruiter activity, such as responses to inquiries or interview scheduling, it may not be real,” Guarnera says.
- The job description is vague or very generic. If it looks like the company used ChatGPT or a template to write the job description, it's a red flag. When it's a real job, companies usually personalize it and get into details of requirements and responsibilities. The flag becomes even bigger if the posting is for a senior role.
If you look for signals but it's still unclear if it's a ghost job posting, Guarnera suggests testing the waters. “Apply and follow up with an email to the hiring manager or recruiter to confirm whether the position is actively being filled,” she says.
How to find real opportunities
Because of ghost jobs, recruiter ghosting, applicant tracking systems (ATS), and other obstacles that make applying for jobs online (and getting hired) more difficult, you have to combine multiple strategies to find the right role.
Network, network, network
Professional relationships are so important, regardless of your industry or level of experience. In a competitive job market full of roadblocks, networking and directly talking to people can put you a few steps ahead. “Attending industry events, joining professional groups, and leveraging personal connections can help you get in front of hiring managers, as referrals often carry more weight than online applications,” Guarnera says.
Read this next: 10 Networking Conversation Starters You'll Actually Use
Update your LinkedIn profile
Some recruiters look for and directly contact candidates on LinkedIn, when they really need to fill an open position. To make sure they find you and see your potential, keep your profile updated. “Ensure your LinkedIn profile is polished, actively engage in industry discussions, and showcase your expertise through posts or articles,” Guarnera says.
As you do with your resume, you should tailor the information on your LinkedIn profile to the types of jobs you're currently applying for. Use keywords related to the role and industry you're into (or interested in) when writing your bio, title, and skills. If you don't have any recommendations yet, ask a current or former coworker to write to you one—all of these details can help you stand out from the crowd.
Read this next: The 32 Best LinkedIn Profile Tips Every Professional Should Know
Be proactive
“Being proactive can also set you apart,” Guarnera says. If you have a specific role or companies you'd like to work for in mind, consider making the first move. “Reach out directly to recruiters or hiring managers instead of waiting for job postings—demonstrating genuine interest in a company can make a strong impression,” she says. You can do that on LinkedIn, which was basically created for this, or write a letter of intent, for example.
You can also ask a professional in your field for an informational interview, to “gain insights and potentially open doors to new opportunities,” Guarnera says. “Beyond just landing a job, these steps allow you to assess company culture and find a workplace that aligns with your values and career goals.”
Don’t let ghost jobs discourage you
Yes, the job search can feel like you're constantly running from Ghostface—until a solid company finally comes to your rescue. Realizing that you may have applied for ghost jobs, after putting effort in your resume and application, can be disheartening at first. But on the other hand, you at least have reassurance that the problem might not be you—it's just the current state of the job market. Keep this in mind, use our tips, and keep applying.
Want to make sure you’re applying to real opportunities with legitimate companies? Search for 400,000+ open jobs here on The Muse »
FAQs
Why are ghost jobs legal?
Ghost jobs are legal because no law regulates or forbids companies to advertise an open position when they don't really intend to hire someone. As long as there's no crime being committed, companies are allowed to play their cards in the job market in any way they want.
Can a job ghost you after hiring you?
If you're only offered the role verbally, it can happen. It's not morally correct, but if no paper was signed, there's no crime being committed. That's why you should only stop interviewing or submit your two weeks notice when admission papers are signed. If you're ghosted after signing your admission, that's a different story. In this case, you should consult an employment attorney to understand what your next steps should be.
For extra guidance, read this next: “Recruiter Ghosted Me After a Verbal Offer—What Should I Do Now?”