Imagine spending hours perfecting your resume, researching a company, and honing every word of your cover letter, only to discover that the job you applied for doesn’t even exist. Welcome to the world of “ghost jobs,” a phenomenon that, instead of opening job doors, seems to close opportunities in today’s workforce.
If we do a little research, although at first glance the job market seems to be full of job offers with platforms such as LinkedIn or Indeed saturated with these vacancies, beneath that facade of abundance lies a more discouraging reality, as many of these vacancies are not meant to be filled.
At a time when economies are trying to stabilize and workers are looking to reinvent themselves in a more competitive marketplace than ever before, ghost jobs have become a silent trap for job seekers. While the concept is not new, the practice has intensified in recent years, becoming a source of frustration for job seekers in an already competitive environment. In today’s article, we’ll take a look at what’s behind this phenomenon and how it affects those trying to advance their careers.
What are ghost jobs?
Ghost jobs are those job postings that seem to promise an open door to new opportunities, but in reality lead to a dead end. These types of jobs are often posted for long periods of time with no real intention of being filled, remaining visible for more than 30 days.
According to studies by companies such as Resume Genius, there are more than 1.7 million phantom job postings in the United States alone, and in the United Kingdom, a study by StandOut CV estimates that by 2023, one-third of online job postings in the UK will have been posted for more than 30 days.
¿Why do ghost jobs exist?
The reasons for the existence of ghost jobs are as varied as the strategies companies use to manage their image and resources. While the logic behind posting jobs that are not intended to be filled may seem puzzling, companies often have specific reasons for doing so.
- Creating a “just in case” talent pool: In an uncertain job market, some companies prefer to be prepared for possible future vacancies. These companies maintain active job postings to create a pool of candidates, even if there is no immediate need to fill those positions. This strategy allows them to quickly access resumes and profiles of qualified talent when an unexpected vacancy arises or a key employee decides to leave.
- Improve external perception of the company: For many companies, image is very important, both to their customers and to their investors. Constantly posting job openings can give the impression that the company is expanding, growing, and looking for new talent, when this may not be the case. By keeping job openings visible on platforms such as LinkedIn or Indeed, companies can project an image of dynamism and success, which can enhance their reputation and build confidence in their stability.
- Motivate current employees: Internally, phantom jobs can also be used to influence team morale. In companies where employees feel overworked, the sight of vacant positions can raise hopes that the workload will soon be spread around with the arrival of new colleagues. While that help may never come, the expectation of reinforcements may be enough to motivate employees to stick around for a while longer.
- Competitive pressure: Some companies post jobs simply to avoid falling behind their competitors. Maintaining an active presence on job boards can help them stay relevant in the job market, especially in highly competitive industries.
- Job market research: In some cases, ghost jobs are posted to “test the waters” and assess the current job market. Companies may want to know how many highly qualified candidates are currently seeking employment, what types of profiles are available, and what the salary expectations are. This allows them to adjust their own hiring strategies and budgets without making an immediate hiring commitment.
Consequences of the practice
While ghost jobs may benefit companies in the short term, the practice can have negative long-term consequences. Companies that abuse these strategies run the risk of alienating potential candidates, who may become frustrated when they do not receive a response or discover that the offer was not genuine.
In addition, the company’s reputation could suffer as candidates often share their negative experiences, which could discourage future talent from applying for real opportunities. So if these companies don’t start changing their practices, they risk losing credibility in attracting talent when they really need it.
Conclusion
To mitigate these effects, both companies and employment platforms need to take greater responsibility. For their part, companies need to adopt a more transparent and honest approach to their recruitment processes and avoid using job postings as a mere marketing or internal management tool. In turn, digital employment platforms such as LinkedIn and Indeed must continue to improve their systems for filtering out inactive jobs and ensuring that posted opportunities reflect real opportunities.
At a time when trust and transparency are essential to attracting and retaining quality talent, it is imperative that both companies and platforms adapt their practices.
Resources:
[1] Standout CV – Ghost Job Listings in the UK
[2] Resume Genius – How is Job Hunting in 2024?
[3] BBC – Job boards are still rife with ‘ghost jobs’. What’s the point?
Want to learn more about talent? Don’t miss these resources!
At Block&Capital, we strive to create an environment where growth and success are accessible to all. If you’re ready to take your career to the next level, we encourage you to join us.
Last posts
