Been recruiting for 8 years and never encountered a “ghost job” firsthand from this side of the desk. How common are they in practice, and what kinds of companies typically post them?
Understanding the Prevalence of “Ghost Jobs” in the Recruitment Industry
In the realm of recruitment, the concept of “ghost jobs” or “honeypot jobs” often sparks curiosity and debate among professionals and job seekers alike. These are job postings that appear live and active but are not intended to lead to actual hiring, often used strategically by companies or agencies for various purposes. Despite widespread conversations around this phenomenon, personal encounters with such job postings remain relatively rare among seasoned recruiters.
A Recruitment Perspective: Personal Experience and Observations
Having worked in recruitment for nearly a decade, I can attest that encountering “ghost jobs” firsthand is uncommon. My most notable experience related to this was a proposal from a manager a few years ago to create a “honeypot” job posting for a common biotech skill set. The intention was likely to attract passive candidates or gauge market interest, but the wider team was not in favor, and the idea was ultimately shelved.
There have been instances where clients, citing hiring freezes, requested that job postings remain active for a brief period—usually until a new quarter begins—even though no immediate hiring was planned. These are more about maintaining visibility and candidate engagement than about filling a position artificially.
Industry Practices and Sector Variations
The practice of maintaining inactive or “fake” job listings appears to be more prevalent in certain sectors. For example, some large corporations or agencies might use such postings as part of their talent pipelining strategies, allowing them to seed the market with potential candidates for future needs or to monitor competitive hiring activities.
Conversely, in my experience working primarily with small private tech startups, I have not encountered this tactic frequently. This leads me to wonder whether such practices are more common in larger organizations or specific industries, or if they’re simply less prevalent in certain niches.
Why the Perception vs. Reality?
Candidates often perceive job boards to be flooded with fake jobs, which can impact their trust in the job market. Several factors may contribute to this perception:
- Visibility of numerous postings that are never filled
- The strategic use of placeholder or inactive listings by some employers
- Anecdotal stories and online discussions highlighting “lying” job ads
However, in reality, the proportion of genuinely fake job postings is likely lower than perceived, possibly due to the risks such practices pose to a company’s reputation if discovered.
Conclusion
While “ghost jobs” and honeypot listings do exist as strategic tools within some companies, their prevalence appears to be relatively limited based on industry experience. Recruitment professionals often encounter these practices infrequently, especially within smaller firms and startups. Understanding when and why they are used helps demystify this aspect of talent acquisition, and clarifies that the widespread perception of phony listings may be more myth than norm. As candidates navigate the job market, maintaining a healthy skepticism and focusing on genuine opportunities remains the best approach.
Have you encountered “ghost jobs” in your recruiting or job-seeking experiences? Share your thoughts and insights in the comments below.