Fake jobs refer to online listings for roles that a company is not actively hiring for but uses to collect resumes or for other reasons. In some cases, it may even be a scam. A recent survey by Resume Builder, a career site, found that as many as 4 in 10 companies have posted “fake job listings” this year, and 3 in 10 companies say they are currently advertising for a role that isn’t real.

In this research, hiring managers revealed that the idea to post fake job listings primarily originated from human resources (37%), senior management (29%), executives (25%), investors (5%), or consultants (4%). Moreover, fewer than 1% said the idea came from other sources, and about 1% of hiring managers were unsure where the idea originated.

Stacie Haller, Chief Career Advisor at Resume Builder, mentioned that this strategy is not new. For example, temp agencies “constantly need new talent and are always running new job ads because, if a client needs someone, they need [a candidate] who’s already vetted,” Haller explained during an interview with CNBC. 

Why do companies post fake jobs?

• To source ‘free’ consultation advice from very senior candidates
• Employers are incentivized to buy bulk packs for job postings and want to get their money’s worth
• To build a talent pool
• To test popularity (how many people are interested in working here)
• As a branding attempt (“look at all these jobs we have”)
• To signal growth in an effort to please shareholders
• To gauge what people in those fields get paid
• To post a role that hasn’t been approved yet
• Because someone is being overly proactive, and the job gets revoked later

“Then we have scammers—not actually associated with the company—who use the branding of companies to get money from job seekers,” said Careen Redman-Matthews, Co-Founder of Humaneer, in an interview with The HR Observer.

What are the consequences of this practice?

• Reputational: If you ghost lots of candidates, your reputation suffers.
• Moral: If someone spends time applying for a role that doesn’t exist, they are missing opportunities to apply for roles that do.
• Productivity: Time spent internally on writing, posting, and managing these roles is wasted.

How can candidates identify fake job postings?

“Track the market, reach out directly to recruiters, use Boolean searches on Google, or search using platforms like Otta.com, ApplyAll.co, or TrueUp,” said Redman-Matthews.

“Candidates can spot fake jobs by watching for vague descriptions, unrealistic salary offers, and early requests for personal information,” said Sonja Lekahena, CEO of the Irresistible Workplace by Spikes.

“If a posting seems too good to be true or lacks concrete details, it’s wise to be cautious,” added Lekahena.

It is advisable that job seekers thoroughly research companies, verify postings on official websites, and trust their instincts.

“Ultimately, both employers and job seekers benefit from focusing on building authentic relationships and fostering workplaces that are truly irresistible to top talent,” concluded Lekahena.