Shedding Light on the Ghost Job Phenomenon
In a recent interview, I addressed the growing concern of ghost jobs—positions that companies advertise without any real intention of filling them. These listings are often used for various reasons, such as market research, tracking Key Performance Indicators (KPIs), gauging Net Promoter Scores (NPS), or simply keeping the company’s brand visible in the job market. Some companies even use these postings to scrape personal data, gathering insights on job seekers without any intention of hiring. While this practice may seem harmless, it can have a profound impact on job seekers, wasting their time, damaging the company's reputation, and creating unnecessary self-doubt. It's alarming for job seekers to realize that many of these postings—often referred to as “ghost jobs”—were never meant to result in actual hires, leading to frustration and a sense of betrayal.
Why Are Companies Posting Ghost Jobs?
The prevalence of ghost jobs has become an alarming trend, and there are several reasons why companies might engage in this practice:
1. Building a Talent Pipeline
Companies sometimes keep job postings active to create a pool of potential candidates for future needs. This tactic is common in industries with high turnover or unpredictable hiring demands. Ontario employers will soon be forced to give up the ghost. Larger companies will have to disclose in help-wanted ads whether a position actually exists and needs to be filled, or if the posting is to find candidates for future openings. Ontario is cracking down on employers who leave applicants with false hope, read here.
- Example: A tech company might advertise for software engineers, not because there’s an immediate opening, but to ensure they have candidates ready when the need arises.
2. Conducting Market Research
Job postings can serve as a tool for companies to gather data on salary expectations, skill sets, and applicant availability in the market. This information helps them stay competitive in their industry.
- Example: A firm might post a job solely to assess the market, collecting insights into current salary trends and the types of candidates available.
3. Maintaining Brand Visibility
Regular job postings can create the impression that a company is growing, which helps maintain their presence and reputation in the job market.
- Example: A startup might continuously post openings to project an image of rapid growth, attracting talent and keeping the brand in the spotlight.
4. Exploiting the LMIA Process
There is growing concern that some companies are abusing the Labour Market Impact Assessment (LMIA) process in Canada. The LMIA is designed to prove that no local talent is available before hiring foreign workers. However, some employers may be using ghost job postings as part of this process, with no real intention to hire locally.
- Emerging Issue: Reports suggest that some companies create fake job postings to build a case for hiring foreign workers under the LMIA process. In some instances, these jobs are even sold to international candidates, exploiting the system and misleading job seekers.
- Regulatory Concerns: This misuse of the LMIA process is increasingly under scrutiny. There are calls for stricter audits and government intervention to prevent such practices and protect job seekers.
- Source: Ministers called to committee over illegal job sale scam to immigrants.
5. Fulfilling Internal Requirements
In some sectors, particularly unionized or public sectors, job postings might be required externally even when the role is likely to be filled internally. These postings are often mere formalities, with no real intention to consider external applicants.
- Example: A government department may post a role externally to comply with hiring policies, despite the position being earmarked for an internal candidate.
How to Spot Red Flags in Job Postings
Identifying ghost jobs and scam postings can save you time and energy during your job search. Here are some red flags to watch out for:
1. Vague Titles and Descriptions
If a job title or description is overly broad or lacks specific details about the role, it could be a sign of a ghost job.
- Example: A listing that combines multiple roles under one title, such as “Marketing Specialist/Manager,” without clear responsibilities.
2. Too Good to Be True
Job postings that offer exceptionally high pay for minimal experience or that seem too perfect might be scams designed to lure in candidates by stealing personal data from resumes and applications.
- Example: An entry-level job offering six-figure salaries with no clear job requirements, no experience required, no capped bonus etc.
3. Multiple Titles, One Pay
A single job posting that covers multiple roles with one salary could be an attempt to gauge what candidates are willing to accept or to collect ideas without real intent to hire.
- Example: A job listing that includes roles like “Marketing Specialist,” “Content Creator,” and “SEO Expert” all under the same pay scale.
4. Assignments or Projects as a Hiring Tactic
Be wary of job postings that require extensive assignments or projects that feel more like free consulting work. This tactic is sometimes used to steal ideas rather than genuinely assess a candidate’s fit.
- Example: A company that asks for a comprehensive marketing plan before even scheduling an interview.
5. Multiple Layers of Interviews and Assignments
Excessive rounds of interviews or assignments that take hours to complete might indicate a company is stringing you along without real intent to hire.
- Example: A role that requires you to complete multiple take-home projects, each more demanding than the last, with no clear end in sight.
6. Lack of Contact Information
If the job posting doesn’t provide direct contact details for HR or the hiring manager, it could be a red flag. Companies with legitimate roles will typically provide clear communication channels including accommodation.
- Example: A job listing that only offers a generic email address or personal email or directs all inquiries through a job board’s messaging system.
7. No Online Presence
If the company has no representation on social media, no professional profiles, or little online presence, it might be a fake posting.
- Example: A company with no LinkedIn profiles for employees or no website that matches the industry standards.
What Can Job Posting Platforms Do?
Job posting platforms have a role to play in addressing the issue of ghost jobs. Here are some measures they could implement:
1. Enhanced Verification
Platforms could introduce stricter verification processes to ensure that job postings are legitimate and that companies intend to hire.
- Example: Requiring companies to verify their intent before a job is posted.
2. Expiration Policies
Automatically expiring job postings after a certain period could help reduce the number of ghost jobs online.
- Example: Job listings could be set to expire after 30 days unless the employer actively renews them.
3. Reporting Mechanisms
Allowing users to report suspicious job postings or reposted jobs could help platforms identify and remove ghost jobs more effectively.
- Example: Adding a “Report Job” button that flags potentially fraudulent or inactive listings for review.
How Job Seekers Can Protect Themselves from ghost jobs?
Job seekers need to be vigilant when navigating job postings. Here are some steps you can take to avoid falling victim to ghost jobs:
1. Research the Company
Always check the company’s reputation, read reviews, and verify the legitimacy of the job posting through mutual contacts.
- Example: Use websites like Glassdoor to see what current and former employees say about the company.
2. Ask Specific Questions
During the application process, ask about the hiring timeline and the specific projects the role will involve. This can help you gauge whether the job is real.
- Example: “Can you tell me more about the immediate projects this role will handle?”
3. Diversify Your Job Search
Don’t rely solely on job boards. Use multiple channels to verify information, including networking events, LinkedIn, and recruitment agencies, to find opportunities.
- Example: Attending industry events or job fairs can lead to more genuine opportunities and face-to-face contacts.
4. Be Cautious of Red Flags
Stay alert to any signs that a job might not be legitimate, such as vague descriptions, too-good-to-be-true offers, or excessive pre-screening of personal info and invasive demands.
- Example: If something feels off about handing off personal information such as DOB, or SIN, trust your instincts and move on to the next opportunity.
Fraudsters are getting better at scamming job seekers. Here’s how to avoid becoming a victim.
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Sweta Regmi is a hiring manager from award-winning companies turned into Founder and CEO at Teachndo, a Certified Career & Résumé Strategist. Sweta Regmi is a globally recognized top career expert, speaker, and LinkedIn Top Community Voice for Career Development, Job Search Strategies, Personal Branding, and Interviewing with over a decade of experience empowering career professionals. Sweta's insights are featured in CBC National News Prime Time & Local, Global National News Top Story & Global Local News, CNBC, Wall Street Journal, HuffPost, CTV News, City News, FOX 26 News, Daily Mail, BNN Bloomberg, 5 times in Globe and Mail, Yahoo News, National Post, MSN, theaustralian.com.au, FORBES, Toronto Sun, 80+ times in LinkedIn News, LinkedIn Hello Monday award-winning podcast, LinkedIn Creators, Indeed, Employment services, Top Colleges and Universities, Career Conferences, Leadership Conferences, and 100+Top media outlets have widely recognized Regmi's expertise, see here. Regmi has also partnered with leading brands and organizations to elevate and spearhead career strategies, career sites, and outplacement and establish non-profit employment services partnerships. Her RBC Canadian Women Entrepreneur Awards nomination by Women of Influence in 2022 and 2023 further demonstrates her success as a recognized career expert in Canada. Regmi is also the Amazon Best Seller of 21 Resilient Women: Stories of Courage, Growth, and Transformation. The book has been recognized by libraries, ministers and MPs in Canada. Contact for B2B collaboration/workshop.