"Ghost jobs" can waste applicants' time and sour them on the company going forward. Here are a few indicators candidates should watch for.
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We've all heard of being ghosted in the hiring process: You apply for a job and go through a few rounds of interviews, only for a prospective employer to disappear in the end.
But what about jobs that weren't actually there to begin with? So-called "ghost jobs" are roles that employers say they're actively hiring for when they're really not.
And they're a pain point for many job seekers: Fifty-five percent of respondents said it's the biggest challenge they face in the job search in a June 2024 survey of 2,000 US professionals conducted by FlexJobs and MyPerfectResume.
Employers may post bogus job listings for several reasons: They may be trying to give the appearance they're growing or create the illusion overworked employees will have some relief soon. Or, companies may be trying to build their talent pool for real job openings in the future.
Regardless of the reason, there are some signs candidates can look for that suggest a position is likely just a ghost job. One big indicator is if a job post has been up for several months.
"If the job has been posted for 30 days or more, that's something that you could put in the back of your mind and say, 'Well, this posting's been open for a while and they haven't hired anybody yet. Maybe they're not in a hurry to hire,'" says FlexJobs lead career expert Toni Frana. "The sooner you can apply to a job in relation to when it was posted, the better."
If you saw the role advertised on a job site like LinkedIn or Indeed, double-check it's still posted and active on the company's own careers page.
When reading the job post, you want to see as much specificity as possible.
"Sometimes if job descriptions are vague and don't provide a lot of detail to explain what the role actually is, then it's possible that someone from the company may have quickly typed something up and posted it to see if candidates will apply and to see the quality of those candidates," said human resources administrator and former recruiter Jackie Cuevas. "So pay close attention to the actual quality of the job description — the more information, the better."
If you make it to an interview, ask about the timeline for filling the position, says Charnay Horton, a career coach and CEO of resume writing firm Resume Addict.
You can say, "Can you tell me more about the interview process, and when the hiring manager is looking to make a decision?" or "Can you provide additional insight regarding why this opportunity is available?"
You could also consider asking, "How does this position contribute to departmental success?" to gauge how important the role is and how urgently it might need to be filled.
If your point of contact is dragging their feet throughout the process, it might be a sign they're not actively trying to fill the position.
"When employers are actively hiring, they move quickly, especially if you are qualified for the role," Horton said. "They want to get you in front of the hiring manager quickly so that they do not lose you mid-process. If you get a sense that the company is lagging with responses, they may not be serious about filling the role."
Ultimately, you want to "be as proactive as you can in your search," said Frana.
"It's not just about reading the job postings and applying," she said. "You can find out a lot of information on a company's website, on social pages like LinkedIn and Twitter, or if you just do a Google search of the company hiring and see what results you get. That is all information-gathering that can be really helpful for you as a candidate, and it's one of those action steps that helps job seekers focus on the things they can control in the process when so much of it is outside of their control."
