Job hunting is an exhausting endeavor, more so when you consider the rise of ghost jobs. It’s no secret that many organizations use ghost job postings to inflate their image and their hiring capabilities—this is a trend that has been around for years. However, in 2025, there appears to be a rise in job listings with no intent to hire, sinking job seekers further into the doom and gloom that comes with the process of seeking employment.
In a new survey by LiveCareer, it was revealed that 45% of HR professionals “regularly” post ghost jobs, which is an alarmingly high number. These ghost listings accept applications but never get back to applicants on the matter because there are no open roles available despite the listing. There are many reasons why HR professionals post ghost jobs, but all things considered, it can be very damaging to the brand image over time.
The rise of ghost jobs is concerning for job seekers who are already struggling to find employment. (Image: Pexels)
The Rise of Ghost Jobs Needs To Be Studied In Great Detail
Ghost jobs refer to job listings posted by legitimate organizations that advertise a role with no intention of hiring. Unlike fake job listings that are posted as scams or by parties that don’t have a business, ghost job posts are used by real organizations and HR professionals, however, there are no open positions unlike what is being advertised.
LiveCareer’s new survey on the rise of these ghost jobs has presented us with alarming data. The survey showed that 45% of HR professionals say they “regularly” post ghost jobs. Over 48% say they “occasionally” post ghost jobs for specific purposes. HR professionals also admit to ghosting candidates after initially opening the job search. Around 69% say they frequently close job searches and stop responding to candidates without giving them notice.
These Recruitment Ads and Ghost Jobs Stay Up Longer than Expected
These ghost job postings don’t just appear and disappear briefly after their initial purpose is served. Approximately 43% of respondents say that ghost job listings stay visible for one to four weeks. On the other hand, 37% say these listings stay visible for one to three months and 5% say these listings are visible indefinitely. These extended postings make it easy to spot ghost jobs as a post uploaded for months is unlikely to be actively looking for a candidate, but not all job seekers know to look out for these signs.
HR professionals are also aware that candidates are being negatively impacted by these ghost listings, as 47% report their companies have received multiple complaints about these ghost job postings.
Why do Organizations Post Ghost Jobs?
This HR ghost job report makes it obvious that there are a growing number of professionals who are engaging in this practice, but why do they do it? There are many reasons why HR teams use ghost jobs.
- To create the illusion of a growing company with a thriving workforce
- For the purpose of collecting data about the type of candidates that are out there and what qualities they bring
- To convince existing employees that new help is being hired to reduce their workload
- With the aim of creating a talent pool of eligible applicants that organizations can hire from when needed
- To keep workers alert and aware that the organization could hire someone to replace them at any moment
What Are the Consequences of Advertising with No Intent to Hire?
The untamed rise of ghost jobs is quite concerning for more reasons than one. Job applicants are already in a difficult position while job hunting, as their prospects are few and their expenses many. Most are forced to apply for dozens of roles before they even get a response. Many get ghosted after the initial contact and have to fight through the disappointment and continue looking again. These ghost listings can hit them hard emotionally, while also complicating their job search.
In 2025, candidates do not sit in silence after a negative experience with an organization. Job seekers often turn to social media and online forums to express their frustration and warn other candidates about the offending company. By posting ghost jobs, organizations can damage their reputation and make it harder for them to find candidates when they do intend to hire.
Treat Job Seekers With Respect and You Can Expect the Same in Return
Businesses that want to create a name for themselves should do so by putting their best foot forward and ghost jobs are not the best way to achieve this. Organizations that intend to hire should structure and update their recruitment process when needed and actively follow up on applications. This creates a positive interaction with applicants, even those who do not ultimately get selected.
These applications can be saved for the talent pool and such candidates are more likely to respond with enthusiasm if the company reaches out to them in the future when there is a job opening. The rise of fake job seekers is equally concerning, but that is a separate issue altogether. Posting ghost listings with no intent to hire is not illegal, but they aren’t strictly the best strategy when it comes to building up a relationship of trust with existing and future employees.
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