A growing number of applicants are running into a familiar problem. They apply to roles that seem promising on paper, only to receive no response. This gap between job postings and actual hiring has drawn attention to what is increasingly being described as the “ghost hiring” trend.
Recent findings highlight how widespread this issue may be. According to a CNBC report, “Four in 10 companies posted fake job listings in 2024, and three in 10 are currently advertising for a role that is not real, according to a May survey from Resume Builder.” For many candidates, the silence after applying raises doubts about whether these opportunities are genuinely open.
How to spot a ‘ghost’ job listing
As per a report by the Indian Express, experts suggest there are some early signs that can help candidates assess the authenticity of a role. Gurleen Baruah, organisational psychologist at That Culture Thing, explains, “Ghost jobs are indeed on the rise, and there are a few things job seekers can do that are in their control.”
“First, check the date of the posting. If a role has been open and repeatedly advertised for over a month, there’s a chance it may not be actively hiring. Also, if you see multiple similar roles from the same company staying up for a long time, that’s a signal”, Indian Express quoted Baruah as saying.
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She adds, “Second, verify on the company’s actual careers page. If it’s listed on job boards but not on the official site, it could be questionable. You can also try reaching out to people directly, hiring managers or HR on platforms like LinkedIn. None of this is foolproof, but it helps you read the signals better.”
Adapting to changing hiring expectations
While the hiring landscape continues to shift, candidates are encouraged to focus on what they can control. Baruah notes, “You can’t prepare in a fully foolproof way, but you can keep working on what is in your control. That includes learning new technologies, understanding how AI is shaping work, and building skills like problem-solving and adaptability.”
She also points to the growing importance of human-centric abilities. “If you look at reports like those by the World Economic Forum, skills like critical thinking, resilience, and emotional intelligence are consistently rising. As more technical tasks get automated, these human capabilities will matter even more.”
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Why companies post such roles
There are several reasons organisations list roles that may not be immediately active. Some are building a pool of potential candidates for future needs, while others use applications as a source of data for internal planning. In certain cases, such listings may also signal growth to investors.
Baruah explains that while complete transparency is not always practical, clearer communication can make a difference. Indicating whether a role is immediate, future-focused, or part of pipeline building can help manage expectations. She concludes, “Beyond that, it really comes down to intent. If the focus is only on optics or perception, then it becomes a different issue altogether. That kind of reflection has to come from within the organisation. You can’t force transparency, but you can hope for more honesty and clarity rather than relying on such tactics.”
