Nearly Half of HR Professionals Admit to Posting ‘Ghost Jobs’ Regularly

Insights from a survey of over 900 HR professionals reveal that ghost jobs—positions posted without real intent to hire—are surprisingly common. Hiring teams often face intense pressure to find top talent, which can sometimes lead to strategies that unintentionally harm the candidate experience. This, combined with frequent silence during the hiring process, creates frustration and uncertainty for job seekers.

Key Findings:

Ghost job postings are a regular part of hiring strategies: 45% of HR professionals say they regularly post ghost jobs.
Candidate ghosting is also common: 69% say they frequently close job searches and stop responding to candidates without notice.
Ghost job listings often remain visible for extended periods:
- 43% of respondents say ghost job listings remain visible for one to four weeks.
- 37% of participants say these listings remain visible for one to three months.
- 5% say these listings can remain visible indefinitely.
Job seekers are speaking up about the practice: 47% say their company has received multiple complaints about ghost job postings.

Ghost Jobs Are Widespread

A significant number of HR professionals surveyed admit to using ghost jobs as part of their recruitment strategy—a trend that raises concerns about transparency and fairness in the hiring process.

45% of respondents say they “regularly” post ghost jobs.
48% say they “occasionally” post ghost jobs for special needs like seasonal hiring or building out a talent pipeline.
Another 5% say ghost jobs are only employed for special circumstances.
Only 2% do not post ghost jobs.

The report also found that ghost jobs are most commonly active for extended periods of time. When asked about the typical duration of the ghost jobs they post:

43% of HR respondents said these listings can last from one to four weeks.
37% agreed on a duration of one to three months.
15% of respondents said their ghost job postings last less than a week.
5% said their ghost job postings can run indefinitely.

What this means: Ghost job postings are becoming a common part of recruitment strategies and often stay active for extended periods of time. Their widespread use creates a disconnect between advertised openings and actual hiring intent.

Why Candidates Get Ghosted

It’s not just job postings haunting the hiring process. Many candidates are getting ghosted midway through the job application process. The majority of the HR professionals polled admit to going silent on applicants partway through the hiring process.

69% say they frequently close a job search and stop responding to candidates.
28% admitted they do this but only rarely.
3% said they always follow up, even when a role is closed.

When asked the reasons why employers ghost candidates who have moved beyond the application stage of the hiring process:

37% said the hiring company lost interest but didn’t want to reject them formally.
28% say the role was put on hold.
27% say the hiring manager changed priorities.
6% confirm the employer was waiting for a better candidate before making a decision.

What this means: The problem goes beyond ghost job postings. Many candidates are being left in the dark by hiring teams partway through the application process. This lack of follow up leaves applicants uncertain about where they stand and frustrated by the silence.

Candidates Are Frustrated—And Speaking Up

Ghost jobs aren't going unnoticed. Many companies are hearing directly from frustrated candidates. The practice is drawing criticism:

47% say their company has received multiple complaints about ghost job postings.
49% report hearing complaints occasionally.
Only 4% say they are not aware of any complaints from job candidates.

What this means: Candidates are increasingly aware that hiring teams frequently post ghost jobs, and their frustration is reaching a point where they are openly expressing concerns. These findings confirm that ghost jobs are a common and widespread practice in recruitment.

While the rise of ghost jobs may feel discouraging, job seekers can stay proactive by vetting employers or sending a follow-up email when things have gone quiet. It’s important for candidates to focus on what’s within their control, such as keeping their resume updated and interview skills sharp. Ghost jobs are not a reflection of a candidate’s value; by staying strategic and observant, job seekers will be better prepared when real opportunities arise.

For press inquiries, contact Elizabeth Buccianti, senior manager public relations, at elizabeth.buccianti@bold.com.

Methodology

The findings presented were obtained by surveying 918 human resource professionals on March 25, 2025. Participants were queried about their experiences with posting job listings they don’t intend to fill, stopping contact with potential job candidates and being ghosted by applicants during the hiring process. They answered different types of questions, including yes/no, open-ended, scale-based questions where respondents indicated their level of agreement with statements, and multiple-choice where they could select from a list of provided options.