Ghost job postings — listings for roles that may not be actively hiring — are making it harder for job seekers to find legitimate opportunities online. Online job boards like LinkedIn and Indeed have expanded access to opportunities, but the rise of these listings has added new uncertainty for applicants.
What are ghost jobs?
Ghost jobs are postings for positions that either do not exist or that employers do not intend to fill immediately. According to a survey by Clarify Capital, listings that remained active for more than 30 days were flagged as potential ghost jobs.
The survey found that, on Indeed alone, one in seven of more than 176,000 job postings in February were flagged as potential ghost jobs. A 2022 Clarify Capital survey also found that only 32% of employers removed listings within 30 days, while 40% left postings up for two to three months.
Why are ghost jobs posted?
Employers post ghost jobs for several reasons: One common reason is to build a talent pipeline, allowing companies to collect candidates for future openings. Employers may also post listings to gauge interest in a role, even if they already have an internal candidate in mind.
In some cases, companies leave postings active to attract exceptional candidates. Lisa Simon, chief economist at Revelio Labs, called this “cream skimming,” noting that while there may be no urgency to fill the role, employers may reconsider if a strong candidate appears.
Not all ghost jobs are intentional. Some remain online due to technical or administrative oversights. Career Connections owner Jessica Pierce said in a news interview that positions are sometimes filled but not removed from job board systems.
However, some motivations are more concerning. A 2022 Clarify Capital survey found that 43% of employers kept listings active to motivate employees to work harder, which can make workers feel replaceable.
In a 2024 Resume Builder survey, more than 60% of employers said ghost postings improved revenue, productivity and morale. The survey also found that some employers contacted and interviewed candidates for these roles before ultimately ghosting them.
How to spot a ghost job
Job seekers can use several strategies to identify potential ghost jobs. One key indicator is how long a position has been posted. Some surveys flag listings active for more than 30 days as potential ghost jobs.
Applicants can also verify listings by locating the original job post on the employer’s website. Reviewing company feedback on platforms like Glassdoor may help identify patterns of misleading postings.
Users can also report suspicious listings on job boards or flag them to data protection agencies.
What can be done?
While individual actions can help, systemic change is likely more effective. A 2024 Resume Builder survey found that eight in 10 employers did not view ghost job postings as unethical.
Experts suggest that job boards could reduce ghost listings by shifting their algorithms. UX designer Derek Niedringhaus noted that current platforms prioritize input metrics, such as the number of postings or applications, rather than outcomes.
If job boards instead focused on metrics like applicant retention or offer acceptance rates, employers would be incentivized to maintain accurate and active listings.
Key points
Ghost jobs are postings for roles that are not real or not intended to be filled soon. Job seekers can identify them by checking how long listings have been active, verifying postings on company websites, and researching employer reputations.
Long-term solutions may require changes to job board systems, stronger reporting mechanisms, and increased transparency from employers.
Amaya Gentry has a bachelor’s degree in biology and has worked as a quality control chemist.
