Imagine spending hours fixing your CV, tailoring a cover letter, and sending off an application, only to later find out the job never existed. Sounds frustrating, right? Well, this is becoming more common with what people now call ghost jobs and job fishing.
Ghost jobs are roles that companies post even though they don’t plan to hire anyone. Sometimes the position is already filled, other times it’s just there to make the company look like it’s growing. On the other hand, job fishing is when recruiters or platforms put up roles just to collect your information, resumes, emails, or skills data, without having any intention of offering you work.
Both practices waste time, drain energy, and leave job seekers questioning whether applying for jobs online is even worth it. And reports show that as many as 20–45% of job ads could fall into these categories. That means nearly half the listings we scroll through might not be real opportunities.
What Are Job Fishing & Ghost Jobs?
Before we go further, let’s keep the terms simple.
- Ghost jobs: fake or outdated postings that never get filled. Companies use them to collect resumes, show “growth,” or just keep an active pipeline.
- Job fishing: roles advertised only to gather candidate data, not to actually hire. Think of it like a net being cast wide, but no one is ever pulled into the boat.
Both are misleading, and both end up hurting people who are genuinely looking for work.
Why Do Employers Use These Tactics?
So why would any company do this? The reasons aren’t always black and white.
Some employers post ghost jobs to build a talent pool so they can reach out later when they do have openings. Others simply want to make their business look like it’s expanding, even when it’s not. And in some cases, job fishing happens because recruiters want to gather salary insights or skill trends without spending money on research.
But here’s the problem: what looks like “strategy” for companies ends up being a massive time-waster for candidates. Job seekers pour energy and hope into applications that will never lead anywhere. It’s no surprise that many people now distrust online job ads altogether.
And with surveys showing that almost 1 in 5 listings are fake, it’s clear this is more than just the odd bad apple; it’s becoming a pattern in recruitment.
The Human & Legal Cost of Opacity
At first glance, ghost jobs and job fishing might seem like harmless tactics, but the truth is they take a heavy toll.
For job seekers, the biggest cost is emotional. Imagine applying to dozens of listings that were never real, it leads to frustration, self-doubt, and burnout. Some even give up searching because it feels like a never-ending loop of rejection.
On the employer side, these tactics can backfire badly. Candidates are quick to share experiences online, which damages the company’s reputation. Even worse, there are legal concerns around deceptive job ads. In some regions, laws already exist that treat fake job posts as misleading advertising. If a company is collecting personal data through job fishing, it could also face data privacy issues.
At the end of the day, what employers see as a “shortcut” could easily spiral into loss of trust, bad press, or even legal battles.
Spotting the Red Flags
The good news? Fake job ads often leave clues behind. If you know what to look for, you can save yourself from wasting time.
Here are some common signs of ghost jobs:
- The listing never disappears, even after months.
- The job description is super vague, with no real details about responsibilities.
- The same role keeps getting reposted over and over.
- You apply but never hear back—not even an automated email.
If you suspect an opening isn’t legit, one simple trick is to reach out directly to the hiring manager or someone in the company. A quick message on LinkedIn or email can confirm whether the role is real or just sitting there as a placeholder.
Being cautious doesn’t mean being paranoid; it just means protecting your time and energy.
Towards Ethical Recruitment – Why Transparency Matters
Thankfully, people are starting to push back against this trend. Lawmakers in the U.S. have already proposed the Truth in Job Advertising and Accountability Act, which would require companies to be clear about whether a role is actually open. Some states, like California and New Jersey, are also introducing laws that force employers to update postings once a job is filled.
For businesses, being transparent isn’t just about following rules—it’s about building trust. Employers who clearly state if a posting is “pipeline only” or close ads once positions are filled create a far better candidate experience. Simple steps like updating job boards regularly and sending closure emails go a long way.
At the end of the day, transparency matters because it respects people’s time and energy. And in a world where employer reputation spreads fast online, honesty is one of the strongest recruitment tools a company can have.
Building Trust in Recruitment
Ghost jobs and job fishing are not just “annoying trends.” They’re practices that chip away at the trust between employers and candidates. And once trust is gone, it’s hard to win back.
Transparency is the real game-changer. Companies that are honest about their openings, whether it’s a role they need now or a pipeline position for the future, stand out in a sea of vague listings. When applicants know what they’re walking into, they’re more likely to apply again, recommend the company to others, or even become long-term hires.
For job seekers, the key is to stay sharp. Learn to spot the red flags, protect your personal data, and don’t be afraid to ask direct questions about the role. A simple “Is this an active opening?” can save you weeks of waiting.
At the end of the day, recruitment works best when both sides are upfront. Employers save time by attracting serious candidates. Applicants save energy by chasing real opportunities. And everyone wins when the hiring process is built on honesty.
Ghost jobs and job fishing may seem like clever tricks, but they create more harm than good. The future of hiring depends on transparency, accountability, and respect for people’s time. Whether you’re an employer or a job seeker, pushing for clarity is the only way forward.
