Ghost jobs are no different. In the last decade, the job market has favored both employers and candidates at different times. Since then, the job market has swung in both directions. candidates have ghost employers and employers are posting imaginary jobs to mislead potential candidates.
Employers may take this approach for a variety of reasons. Some of the most common reasons are to create a pipeline of qualified candidates for future vacancies, give the appearance of stability and growth, or appease overworked workers. Others may choose to post nonexistent jobs to avoid wasting pre-paid postings or to save time by removing posts for filled jobs.
Unfortunately, employers’ challenges and the way they choose to deal with them, can have a negative impact on job seekers. This is especially true for those who apply for multiple jobs but never receive a response. What can job seekers do to avoid ghost jobs and make the best impression on future employers? Here are some suggestions.
Filter by date
The longer a position has been advertised, the less likely it is to be legitimate. It’s likely that if a position has been advertised for several months it is because the employer doesn’t prioritize filling this role or they forgot to remove the posting after the hiring. Candidates should prioritize recent listings and filter results by date whenever possible. It won’t eliminate ghost jobs but it can improve your chances of getting a response.
View Company’s Social Media profiles and Career page
Employers may be tempted to post ghost positions, but they are unlikely to actively recruit and promote them. This would not only be a waste, but could also damage the employer brand if disgruntled candidates left negative reviews and comments about their (lack) of hiring process. To determine what roles are most frequently promoted and sought after, job seekers should check out a company’s social media and career pages.
Contact Hiring Managers and Recruiters
Candidates should check the company’s social media and career pages to see if a recruiter or hiring manager is listed. If they don’t, candidates can search LinkedIn for an employee that works in recruitment or their area of expertise. The candidates can email the employees or connect to them on LinkedIn to inquire about available positions. If the employee isn’t a recruiter or hiring manger, they might still be willing and able to assist a job seeker who is determined, especially if their employer has a referral programme.
Tap Your Network
It isn’t something you can do at the last minute if there is an urgent need. Both employees and job seekers should make networking a regular part of their routine to establish a reliable source of information and allies. A quick search in their network can reveal whether they have any connections to current or former employees of the company. Posting an inquiry may generate leads from connections. There’s no guarantee that this will produce results. 30-50% new hires are referred. It’s important to maximize all resources.
Demonstrate your Expertise
No matter how persistent job seekers may be in finding leads, applying to roles, and contacting potential employers, it will not make a difference if they do not have the skills or experience that employers are seeking. These qualifications should be apparent during the job search. Candidates should update their LinkedIn profiles with information about work history, certifications and projects. They can also include media samples. They should also join groups, and share articles, blogs, and news with their network, which are relevant to their target industry. Employers will choose candidates who have demonstrated their expertise and share that knowledge on a regular, ongoing basis when deciding between dozens of applicants with similar qualifications.
Ghost jobs won’t disappear anytime soon, as we’ve witnessed over the last decade. According to Forexlive, the recent increase in imaginary job posts may have contributed Federal Reserve’s overconfidence about the strength of U.S. economic growth. Many employers will continue posting unfilled jobs in order to hedge their bets during an uncertain economic climate. Candidates who are proactive and use networking to promote themselves can avoid ghost job postings and increase their chances of landing a real one.
