The rise of ghost jobs is becoming a serious issue in the labor market, where job listings are posted but never intended to be filled. These positions, often referred to as “ghost jobs,” create a false impression of available opportunities. Studies indicate that a significant portion of job listings—up to 22%—are actually ghost jobs. In some cases, especially in the UK, this number has been reported as high as 34%. These misleading listings contribute to confusion, misdirection, and wasted time for job seekers who apply for positions that may not even exist.
The frustration for job seekers is clear: time spent tailoring resumes, preparing applications, and even attending interviews often leads to no response or result. It’s not because the applicant is unqualified, but because the job they applied for wasn’t real in the first place. This disconnect between advertised opportunities and actual hiring practices only adds to the growing disillusionment in the job market, as applicants are left with no clarity or closure.
Ghost jobs also distort the overall picture of the labor market. Job seekers believe opportunities are plentiful, while policymakers and businesses see inflated vacancy numbers that don’t reflect actual demand. The result is a labor market that feels busier than it truly is, masking the realities of employment opportunities and affecting how businesses, policymakers, and applicants understand the state of the workforce.
Why Do Employers Post Ghost Jobs?
Employers have various reasons for posting ghost jobs, even if they never intend to hire for them right away. One key reason is that companies use these listings to build a pool of candidates for future openings. This practice, known as “resume harvesting,” allows employers to collect resumes for positions that may open up later. However, it often leads to confusion, as candidates waste time applying for jobs that won’t be filled in the near term.
Another reason for ghost job postings is that some companies use them as a form of public signaling. By keeping job listings active, businesses can project an image of growth, even when their actual hiring needs or budgets are limited. This tactic is often employed to maintain an outward appearance of expansion or strength, especially in competitive industries, without actually needing to hire anyone.
In addition to these intentional practices, ghost jobs can also result from poor internal communication. Sometimes, positions remain posted online long after they’ve been filled or canceled simply because the internal process of updating listings was overlooked. This administrative oversight creates unnecessary confusion and contributes to the overall problem of ghost jobs, leaving job seekers uncertain about which positions are actually available.
The Impact of Ghost Jobs on Job Seekers and Labor Data
For job seekers, ghost jobs lead to wasted effort and frustration. Candidates invest significant time and resources into applying for positions, only to find out that the job never existed or was never truly available. This cycle of false hope and disappointment can lead to job seekers becoming discouraged, especially those who face additional barriers to employment. The trust in the hiring process erodes, making it harder for them to stay motivated and engaged in future job searches.
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On a larger scale, ghost jobs also distort labor market data. Official figures about job openings and vacancy rates are often based on the number of job listings available at any given time. However, when these listings are fake or outdated, they create an inflated picture of demand. For example, in August 2025, the U.S. Bureau of Labor Statistics reported 7.2 million job openings, but only 5.1 million hires were made. This disparity highlights the fact that not all of these job postings reflect real hiring needs, which complicates efforts to accurately assess the health of the job market.
These distortions in labor market data can affect everything from economic policies to business strategies. Policymakers rely on vacancy data to understand workforce trends, but ghost jobs can make it appear that the labor market is more dynamic than it is. The gap between real job demand and inflated vacancy numbers can lead to misguided decisions about workforce development and economic planning.
The Effects of Ghost Jobs on Employer Branding and Trust
The long-term effects of posting ghost jobs can significantly damage an employer’s brand and reputation. When companies consistently advertise roles that are never filled, it creates a perception of dishonesty or unreliability. Job seekers share their experiences on job boards and social media, warning others about companies that waste their time. In today’s world, where transparency and authenticity are highly valued, ghost jobs can quickly erode goodwill and damage a company’s standing in the labor market.
Trust is essential in any hiring process. When candidates believe a job posting is genuine, they are more likely to engage with enthusiasm, applying for positions they are qualified for. However, once candidates discover that a job listing was false or outdated, their trust in the employer is shattered. This loss of trust can lead to fewer applications for future positions, making it more difficult for companies to attract the best talent for real openings.
For companies, the cost of eroding trust with potential candidates can outweigh any short-term benefits of posting ghost jobs. If job seekers perceive an organization as misleading or deceptive, they may be less likely to apply for legitimate roles. In the long run, this damage to an employer’s brand can have lasting consequences, making it harder to fill positions and creating a negative image in the broader talent pool.
How Can Employers Tackle the Ghost Job Problem?
To address the issue of ghost jobs, employers and recruitment platforms must prioritize transparency and accountability. One practical solution is for recruitment platforms to verify job listings and confirm that positions are actively hiring. Platforms can also introduce features that clearly distinguish between live positions and roles that are part of a future pipeline or talent pool. Clear labeling can help prevent job seekers from wasting time on roles that may never be filled.
Employers also need to take responsibility for their job postings. If a position is no longer open or if it’s part of a long-term hiring strategy rather than an immediate need, companies should either remove the listing or explicitly state the purpose of the job post. Being upfront about the status of job openings can help rebuild trust with job seekers and reduce the number of ghost jobs circulating in the labor market. Clear and honest communication about available positions can make the recruitment process smoother for both employers and candidates.
The key question remains whether labor markets can evolve to address ghost jobs without sacrificing the flexibility that employers need in building talent pipelines. While employers may rely on ghost jobs to manage perceptions or gather resumes, reducing the prevalence of misleading listings is essential for restoring confidence in the job market. By improving transparency and communication, employers can help create a more reliable and trustworthy hiring environment that benefits both job seekers and businesses alike.
