Is that job posting actually real? 'Ghost jobs' and what you can do

Real talk

We're in an unprecedented hiring market that many believe (including this author) has not yet recovered from the pandemic. The way companies hire has changed and continues to be in flux. What this means for job seekers is that we need to become even more savvy and aware of what's happening.

It does not mean giving up, but rather becoming informed and finding new ways to approach our goal. With such a scattered job market, it also means that maximizing our time and preserving our energy are essential.

What is a ghost job?

Which brings us to the topic of "ghost job" postings, which basically means that although a position is advertised publicly, a known candidate is already identified as likely (or certain) to be selected. I want to highlight that internal mobility and promotions can be a positive sign that an organization provides growth opportunities. Personally, I like to see a mix of positions filled by existing talent and also external candidates; I feel this lends itself to a good combination of institutional knowledge and fresh ideas.

My concern, and shared frustration with anyone reading this, is when a person is already identified for a role, and the position is still advertised.

Why it happens (what we know) – and the impact

Some organizations cite the need, or even a legal or compliance-based requirement, to post all or certain positions publicly. And maybe there are other proprietary reasons. Yet, in today's economic market, this practice means that hundreds, if not thousands, of ambitious job seekers are applying for these positions—people whose financial and emotional livelihoods depend on securing employment.

These are not just theoretical statistics. I see and feel the pain of clients, friends, and even myself at times, who arduously and honorably persevere to apply to jobs with sheer exasperation, situational depression from the gravity of searching, and what many feel is a baseline lack of fairness, respect, and trust. This includes many who are currently enduring an extended search not of their choosing as a result of a layoff, on top of other systemic discrimination and barriers.

Sometimes organizations build a candidate pool that meets internal or legal requirements and then select the person originally identified. Other times, the process goes on longer, with many candidates going through multiple rounds of interviews before the originally identified person is officially offered the job. This is also problematic as candidates naturally get their hopes up, often truly wanting to work there, while taking time off work and even arranging for (and paying for) childcare to interview.

Important caveat

I want to point out that sometimes the role will go to a non-identified candidate – it does happen. This is why I encourage people to still apply if they are interested in the position or the company. By applying, you might receive an interview(s), and now you have a great contact at the organization. You might even be selected for that role or another once they meet you and realize you’re perfect for it.

The key is to manage your expectations when applying.

When I work with coaching clients, we build this into their job search strategy and discuss how to leverage information-gathering conversations.

It's getting better – and what leaders can do

Positively, and something I'll talk about in a moment, some organizations are starting to include respectful clues in the job posting that suggest a position may already have an (internal) candidate identified – and I hope more companies will begin to do this.

Additionally, if you're a leader with an open role on your team, try to resist the urge to quickly hire someone you know out of convenience. Many hires come from personal networks. There can be comfort in hiring someone you know, and sometimes this is exactly the right choice for various reasons.

But often, this non-search approach or an overreliance on internal hires can leave out highly talented, and often diverse, professionals. In today's day and age, a network is still a privilege for many, and in practice, it means we're leaving out great people.

More importantly, almost all of us have also seen quick-hires or familiar hires who are not right for the role. This is frustrating for morale and even detrimental to the business itself when a proper search is not done.

If you are hiring for a position, try to conduct a full search as often as you can. Great teams start with hiring, and I love helping companies with this through my consulting.

Solutions for job seekers

I hope the above explanation is validating and provides some helpful context.

Knowing that ghost jobs exist, we can focus on maximizing time and preserving energy.

Here are my top tips for recognizing a potential ghost posting. These are not absolutes, as none of us can go behind-the-scenes for any posting. These are tendencies that, in my experience, combined with known trends, could mean it is a ghost job.

As always, please do what feels right to you. And, as mentioned throughout this blog, if you want to apply for the job because it's something you're interested in and meet most of the qualifications, go for it. The idea is to become more aware so you can manage your expectations and care for your well-being.

It's very short

A typical job posting has a detailed description of the role, required and preferred qualifications, education preferences, and information about the company. If the job posting is unusually short and does not give much info, it might be a ghost posting with just enough shared to meet compliance.

Indicates a short application window

If a job posting mentions this post might be removed soon (e.g., in a few days or a week), it could mean that someone has already been identified for the role. I actually appreciate seeing lines like this, because it lets the job seeker choose whether or not to apply, including a transparent timeline.

Alternatively, it could mean they actually ARE doing a true, legitimate search; they know it will receive a high number of applicants in a short amount of time (e.g., they're a large, known brand), and will responsibly take down the posting after a short amount of time to save other job seekers time. Again, use your best judgment whether or not to apply.

A highly specialized, niche description

Sometimes the job description is unusually specific, citing a niche skill set or what seems like an oddly exact number of years of experience (e.g., 17 years rather than 10 or 15). Or, if the job requirements are very unique to the point that you might wonder who has such a rare combination of skills and experience. This could mean that someone is being promoted from within or perhaps a subject-matter-expert from the outside has been identified.

Again, it does not always mean this, so if you have these talents (or most of them) and are interested in the role, by all means, still apply. It's also possible you may be brought in for an interview and considered for that actual role or another.

The description says internal candidates are preferred

Again, I appreciate the organizational honesty when this is listed, even if it's a bummer when you want the job. You can still apply – sometimes an external candidate will be so compelling, an organization may expand their initial hiring vision, but often there's a specific reason they need or want an internal candidate.

When a job is posted and reposted many times

This one could be for other reasons and may not be a ghost job. Still, unfortunately, there are some organizations that post and repost appealing roles to attract great candidates for their general database or other upcoming roles.

Personally, and without knowing the details of each post/repost, when I see the same job posted and reposted for several months, and in this landscape filled with outstanding applicants, it makes me curious about what might be going on with that role or organization.

There is hope

Once you have this awareness and understanding of potential ghost jobs, you gain something priceless: agency.

Now you can make a choice whether or not to invest time and emotional energy in applying. There is no right or wrong answer; it's about doing what feels right for you and your particular situation. Since so much of the job market is arbitrary, it's important to reclaim personal power. Equally, for anyone enduring an extended search, managing your emotional wellness is critical.

This is also not about applying 'less' or being overly suspicious, but rather investing your time and energy in ways that increase your chances of getting hired into a job you really want.

Above all, please remember that despite the bumps in the road, like ghost jobs, your expertise, talents, and voice are needed in this world. All you need is one great job. Something good is coming your way.

Rooting for you, always.

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