The Hidden Reality of Job Postings: When Positions Are Already Filled

In today's competitive job market, job seekers invest countless hours crafting applications, tailoring resumes, and preparing for interviews. But what if I told you that many of the positions you're applying for were never truly available in the first place?

The Uncomfortable Truth

Through industry conversations and insider information, I've discovered an unsettling practice becoming increasingly common: companies posting job openings for positions that are already filled or have pre-selected candidates. This isn't just occasional - it's systematic in some organizations, with hiring managers and recruiters being explicitly directed to list "ghost jobs" simply to maintain their company's visibility on job boards and career sites.

Why Companies Are Doing This

Several factors are driving this deceptive practice:

1. Algorithm Gaming: Job sites prioritize active recruiters and companies that regularly post positions. More postings mean more visibility in search results.
2. Talent Pipeline Building: Companies collect resumes for future openings without the honest disclaimer that no immediate position exists.
3. Market Research: Some organizations use fake job postings to gauge salary expectations and available talent without any intention to hire.
4. Compliance Theater: Some companies have policies requiring all positions to be publicly posted, even when an internal candidate has already been selected. These postings exist purely to check a procedural box.

The Real Cost

While these practices might benefit companies in the short term, they create substantial harm:

• Job Seeker Burnout: Applying for jobs is emotionally draining. Being rejected from positions that were never available heightens anxiety and damages confidence.
• Wasted Resources: Every hour spent applying to a non-existent job is time that could have been invested in genuine opportunities.
• Eroded Trust: When job seekers discover this practice, it damages the employer brand and recruitment industry as a whole.
• Economic Impact: At scale, this phenomenon wastes millions of productive hours across the economy.

How to Spot a "Ghost Job"

While no method is foolproof, here are potential signs of a non-existent opportunity:

• The job has been posted for an unusually long time (months rather than weeks)
• Vague job description lacking specific details
• No response after initial application acknowledgment
• Extremely rapid rejection without substantive review
• Position repeatedly appears, disappears, and reappears

A Call for Ethical Hiring Practices

As professionals, we should advocate for transparency in hiring. Companies should:

• Only post genuine, available positions
• Clearly indicate when positions are intended for pipeline building
• Create separate channels for "expression of interest" rather than fake job postings
• Honor job seekers' time by providing genuine consideration and feedback

Moving Forward

If you're a hiring manager or recruiter being pressured to engage in these practices, consider the ethical implications and potential damage to your personal brand. For job seekers, networking remains the best defense - personal connections often reveal whether a job is genuinely available.

The job market is challenging enough without adding phantom opportunities to the mix. Let's commit to a more honest approach that respects everyone's time and effort.

Have you encountered similar experiences with "ghost jobs"? I'd appreciate hearing your perspective in the comments.

Mike Berube - 781-775-6147 or [email protected]