Ghost Jobs: Why Fake Vacancies Persist and How to Fight Back

Ghost jobs describe vacancies that are advertised without real intent to hire. This deceptive practice has become a global concern, undermining trust in the hiring market and wasting applicants' time.

Estimates show a sizable share of online job ads are not followed by actual hiring. A cross‑border study by recruitment technology firm Greenhouse found as much as 22% of online openings in the United States, United Kingdom, and Germany were not intended to hire. A separate UK survey put that share at about 34%.

In the United States, official figures from the Bureau of Labor Statistics show 7.2 million job openings in August, while only 5.1 million people were hired during the same period.

Why do employers post ghost jobs?

Experts say there are several motives. Hiring leaders may create a vacancy to build a ready talent pool for future needs, rather than to fill a role immediately. Others inflate growth numbers to present the company as expanding, even when that isn’t the case. Some postings may also be used to collect data or other materials for sale.

Dr. Jasmine Escalera, a Miami‑based career expert, notes these postings are not always about deception; they can reflect planning and data strategies. Her research underscores how misleading ads distort the public view of the job market and complicate policy responses.

Policy moves and practical rules

Ontario, Canada, is taking a different approach. From January 1, companies will need to disclose whether a posted vacancy is actively being filled. They will also be expected to respond to applicants they have interviewed within 45 days; responding to those not invited for an interview, however, remains optional.

In other regions, including the United States and the United Kingdom, there is currently no universal legal requirement to respond to every applicant. Employment lawyers and researchers say enforcement and compliance will be key challenges.

Voices from job seekers

Ailish Davies, a marketing professional from Leicester, says ghosting is deeply discouraging. “The time spent tailoring applications only to hear nothing back is soul‑destroying,” she says. “Employers should treat applicants with more respect in today’s tough market.”

Jasmine Escalera adds that, in the United States and elsewhere, repeated postings can erode confidence. She has spoken with women and other candidates who describe the same “black hole” experience when posts reappear without real opportunities.

What can job hunters do?

Experts advise focusing on human connections. Networking with hiring managers and real employees helps verify whether a vacancy is genuine. Look for red flags such as recurring postings over weeks or months or a vacancy that never seems to close.

Expert comment: Dr. Escalera cautions that fake ads distort labor market data and hinder support for job seekers. She suggests building direct connections with real hiring managers to confirm openings.

Summary

Ghost job postings are a widespread challenge in major economies. The combination of policy steps, vigilant reporting, and practical networking can help job seekers navigate the landscape and protect their time and confidence. Being selective and documenting interactions with employers increases the chances of finding real opportunities.

Key takeaway: Transparent hiring practices are essential to keep labor market data reliable and to ensure job seekers are matched with real opportunities. BBC coverage

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