The 3 sins of companies that post ghost jobs
If you’ve ever poured hours into crafting a tailored application for a position only to hear nothing back, you’ve likely encountered a “ghost job.” These phantom postings aren’t actively being hired for, often existing as placeholders to build a candidate pipeline, appease investors, or simply because internal teams never got around to taking them down.
While the practice might seem harmless to companies, the long-term fallout is anything but. Ghost jobs waste time, shatter trust and leave a lasting stain on an employer’s reputation. Below, we’ll explore the three most damaging aspects of this practice, with an expanded focus on how reputational damage can ripple across your organization.
1. They waste candidates’ time and energy
Job seekers invest a tremendous amount of time and effort into applications. They comb through job boards, fine-tune their resumes, draft customized cover letters, and prepare for interviews that might never materialize.
Ghost jobs turn this effort into a cruel exercise in futility, leaving candidates feeling disrespected and undervalued. For people already experiencing financial or emotional stress, it’s a demoralizing experience that turns a bad job market into a nightmare.
The fix: If a job isn’t approved for hire or is subject to change, don’t post it. Respect candidates’ time by only advertising roles that are real and ready to be filled.
2. They undermine trust in the employer brand
Your job postings are more than just a recruiting tool — they’re a reflection of your organization’s values, culture, and operational integrity. Ghost jobs, however, send a clear message to candidates: “We’re not reliable.”
In today’s digital age, reputational damage can snowball quickly. Job seekers don’t hesitate to share their frustrations on platforms like Glassdoor, Indeed, LinkedIn, or Reddit. When word spreads that your company routinely posts ghost jobs, it tarnishes your employer brand, discourages top-tier talent from applying, and leaves a bad taste in the mouths of current employees who see the dysfunction.
The fix: Ensure job postings align with your actual hiring priorities, and be transparent about pauses or changes in hiring status. Your reputation is built on trust — don’t risk it by being careless.
3. They inflict long-term reputational damage
The most insidious effect of ghost jobs is the long-term erosion of your company’s reputation — not just as an employer, but as a brand.
Here’s how it plays out:
- Candidate frustration turns into public criticism: A poor experience with ghost jobs can lead candidates to post scathing reviews on Glassdoor or LinkedIn, deterring others from applying. Over time, your talent pipeline suffers as word spreads that applying to your company is a waste of time.
- Trust among employees is shaken: Ghost jobs don’t just affect external candidates — they also create confusion and resentment within your organization. Employees may question why roles are advertised but never filled, leading to perceptions of mismanagement or lack of transparency.
- Customers and partners take notice: The reputational damage doesn’t stop at job seekers. Many candidates are also customers, and a frustrating hiring experience can make them rethink whether they want to support your brand. Worse, when job seekers share their experiences online, potential partners and clients might second-guess your operational reliability.
- Top talent looks elsewhere: The best candidates — the ones who value efficiency, communication, and respect — are also the most likely to avoid companies with a bad hiring reputation. Ghost jobs can cost you the very people you need to grow your business.
The fix: Treat every job posting as a promise to your candidates. If a role is paused or canceled, update the posting or communicate with applicants directly. Transparency not only prevents reputational damage but also helps build goodwill and trust.
Why reputational damage is expensive
Reputation isn’t just a “nice to have” in the business world — it’s a tangible asset. A company known for treating candidates poorly faces:
- Increased hiring costs: Attracting candidates becomes harder, forcing you to spend more on recruitment marketing and third-party agencies.
- Weakened employer brand: The best candidates prioritize companies with positive reputations. If yours is tarnished, you’ll end up with fewer qualified applicants and higher turnover among those you do hire.
- Lost business opportunities: Bad press about hiring practices can bleed into how clients and partners view your company. People want to work with reliable, ethical organizations, and ghost jobs suggest neither.
Why companies should ditch ghost jobs
Ghost jobs might seem like a small, inconsequential act, but the ripple effects can be profound. Candidates are customers, reviewers, and influencers, and how you treat them during the hiring process leaves a lasting impression.
Rebuilding trust is infinitely harder — and more expensive — than maintaining it. If you value your brand, your employees, and your long-term growth, it’s time to ditch ghost jobs for good.
Have you encountered ghost jobs in your industry? Share your thoughts and experiences below!
Will Kelly is a technology industry writer and marketer. Medium is home to his personal writing. He’s written for CIO, TechTarget, InfoWorld, and others. His career includes stints in technical writing, training, and marketing. Follow him on X: @willkelly.
