I’ll admit it. I’ve done it.
At one point, I thought it was smart and posted an “evergreen” job. The idea? Always be open to great talent. Keep the door open. See who’s out there. So the job stayed on our careers page… indefinitely.
Turns out, that’s not a best practice. It’s one of the biggest frustrations for job seekers today, and it falls into a category known as “ghost jobs.”
What are ghost jobs?
Simply put, they’re job postings for roles that aren’t actually being filled. Sometimes they were real at one point. Sometimes they never were. Either way, they linger – and candidates are left wondering what happened.
There are a few common reasons employers post them:
- Building a future pipeline
Some companies post roles early to “get ahead” of future hiring needs. The intention isn’t bad. Being prepared is smart. But when candidates apply and hear nothing back, that early planning quickly turns into a poor experience. Timing matters. If you’re not ready to engage, it’s not the right time to post. - Required postings (with a candidate already in mind)
In some cases, like certain visa processes, roles must be publicly posted even when a specific candidate is already identified. Company internal promotion policies can create similar situations. While some of these are unavoidable, others are worth revisiting. If the outcome is already decided, is a public posting really serving its purpose? - Job board scraping
Even when you do everything right, your jobs can take on a life of their own. Third-party job boards often scrape and repost openings, leaving them active long after you’ve filled the role. It’s not intentional, but it still contributes to the problem.
And then there are the more questionable reasons:
- Creating the illusion of growth
Posting jobs to signal momentum to investors, competitors, or the public. - Appeasing an overworked team
Making it look like help is on the way, even when hiring isn’t actually planned.
These may seem harmless in the moment, but they raise an important question: Does this align with your company’s values? Because candidates – and employees – are paying attention.
Here’s the reality: job seekers invest real time and effort into applying. They tailor resumes, write thoughtful cover letters, and navigate lengthy application systems. When that effort is met with silence, it doesn’t just create frustration, it creates distrust.
And frustrated people talk. Loudly. On social media, in reviews, and within their networks. What starts as a simple posting can quickly become a reputational issue.
In fact, recent estimates suggest that as many as one-third of job postings may fall into the “ghost job” category. At the same time, employers are voicing their own frustrations about candidates “ghosting” them. It’s a two-way street – one we have the power to improve.
So what can employers do differently?
- Post jobs only when you’re ready to actively engage with candidates
- Remove or pause postings once you’ve moved into interviews
- Regularly audit where your jobs are appearing online
- Be transparent when a role is exploratory or future-focused
A simple shift in timing and intention can make a big difference.
At the end of the day, hiring is about relationships. And like any relationship, trust matters. If we want candidates to show up, engage, and follow through – we need to do the same.
Let’s start by putting ghost jobs to rest.
