jobs help wanted
Ghost Jobs: The Hidden Hiring Trend Affecting Millions of Job Seekers
Ghost jobs are becoming a growing concern for job seekers. Learn what they are, why companies post them, and how they affect hiring, the economy, and your job search.
Why You Keep Applying—But Never Hear Back
If you’ve ever spent hours tailoring your résumé for a position only to hear nothing in return, you may have encountered what’s known as a ghost job.
A ghost job is a job posting that appears active but isn’t currently being filled. While not every old or inactive listing is intentionally misleading, many remain online long after hiring has paused—or even after the position has already been filled.
The result is growing frustration among job seekers and increasing questions about the accuracy of employment data.
What Exactly Is a Ghost Job?
A ghost job is an advertised position where an employer has little or no immediate intention of hiring someone.
This doesn’t necessarily mean the company is acting maliciously. There are several reasons these listings exist.
Companies may:
- Build a database of future candidates
- Test salary expectations and available talent
- Comply with internal hiring policies
- Maintain the appearance of growth
- Delay removing listings after a hiring freeze or filled position
For applicants, however, the experience is often the same: applications disappear into a black hole.
Why Companies Post Ghost Jobs
Some employers say maintaining job listings helps them prepare for future growth.
Others keep positions open because budgets haven’t been finalized or executive approval hasn’t been granted.
Recruiters may also continue collecting résumés so they’re ready when a position eventually opens.
While these reasons may make business sense, they can create unrealistic expectations for applicants actively searching for work.
The Impact on Job Seekers
Ghost jobs can have real consequences.
Many applicants spend dozens of hours:
- Researching companies
- Customizing résumés
- Writing cover letters
- Completing assessments
- Participating in interviews that never lead anywhere
The emotional toll can be significant.
Repeated silence often leaves qualified workers questioning their experience or abilities when the issue may simply be that the position was never actively available.
How Ghost Jobs Affect the Economy
The effects extend beyond individual applicants.
Employment Data Can Be Misleading
Job openings are often viewed as a sign of economic strength.
If a significant share of posted openings aren’t being actively filled, the labor market may appear stronger than it actually is.
That can influence:
- Business confidence
- Consumer confidence
- Economic forecasts
- Public policy discussions
Productivity Suffers
Job seekers spend valuable time applying for positions that may never result in interviews.
Recruiters also spend time managing applications for jobs that aren’t immediately available.
Those inefficiencies create costs for both workers and employers.
Hiring Becomes Less Efficient
When applicants lose trust in job boards, they’re less likely to apply broadly.
Companies with legitimate openings may receive fewer qualified applicants because candidates become skeptical of online listings.
Are Ghost Jobs Illegal?
Generally, no.
In most cases, employers are legally allowed to advertise positions even if they’re not hiring immediately.
However, critics argue that intentionally leaving inactive jobs online without updating their status reduces transparency and wastes applicants’ time.
Some employment experts have called for greater accountability and clearer labeling of inactive or future hiring opportunities.
How to Spot a Ghost Job
While there’s no foolproof method, these warning signs may indicate a listing isn’t actively being filled:
- The same position has been reposted for months.
- The posting never disappears.
- Employees report hiring freezes.
- The company rarely responds to applicants.
- The job description is vague or unusually generic.
Tips for Job Seekers
Instead of applying blindly:
- Focus on recently posted openings.
- Connect with recruiters or current employees.
- Research whether the company is actually expanding.
- Use networking alongside online applications.
- Follow up professionally when possible.
Quality applications often produce better results than sending hundreds of résumés.
Looking Ahead
Artificial intelligence has made it easier than ever for applicants to submit hundreds of applications—and for employers to post and manage thousands of job listings.
As hiring becomes increasingly automated, transparency may become one of the most valuable qualities in the recruiting process.
For both employers and job seekers, trust remains the foundation of a healthy labor market.
Related Links
- U.S. Bureau of Labor Statistics – Job Openings and Labor Turnover Survey (JOLTS)
- U.S. Bureau of Labor Statistics (BLS)
- Society for Human Resource Management (SHRM)
- Indeed Career Guide
- LinkedIn Talent Blog
- CareerBuilder Advice & Resources
- Monster Career Advice
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Lifestyle
The degree lost its halo: More US adults now see certifications as the safer, smarter career bet
(Tiffany Miller) For decades, the four-year degree carried an unquestioned authority. It was expensive, but it was the answer. New research from U.S. Career Institute, an online career training provider, finds that authority is no longer going unquestioned.
When asked which education path offers better long-term job security, 26% of adults say certifications or skills-based programs are the safer choice, compared with just 18% who say the same about a four-year degree. The traditional degree path has not gone away, but the certainty around it has started to crack.
The doubt extends to the cost. College was supposed to be expensive and worth it. The expensive part has not changed. The worth-it part is now a more open question. While 38% say paying for college feels like a necessary investment despite the expense, 29% say they question whether it is worthwhile. Asked at what level of student debt they would begin to reconsider, 32% say the threshold is under $10,000.
Artificial intelligence is also adding pressure from a different direction. One in 4 survey respondents said office-based and white-collar workers are the type most likely to be replaced by AI in the next five years. For many, that concern is already part of how they are thinking about major decisions. Fifty-four percent of adults have reconsidered their education or career path due to concerns about job security or automation.
Some have already acted on it. Twenty-five percent say they have already completed a certificate or skills-based program, and another 29% say they have seriously considered pursuing one.
In this survey, stability has replaced prestige as the thing people say they are actually looking for. It is the most commonly cited factor influencing career decisions today, named by 53% of respondents, with prestige and status ranking lower.
It is also shaping the advice people give the next generation. Asked what they would recommend to a young person starting out today, 30% say a certification or skills-based program, while 24% say a four-year degree.
For many, the reconsideration is personal. Twenty-seven percent say they would choose a different path entirely if making their education or career decision today, and 33% say they would look for something faster or more affordable. Knowing what they know now, just 17% say they would make the same choice again. The question of whether college was the right call is one that more U.S. adults are now willing to ask out loud.
Methodology
U.S. Career Institute commissioned Atomik Research to conduct an online survey of 1,000 adults ages 18 to 54 throughout the United States. The margin of error is plus or minus 3 percentage points at a 95% confidence level. Fieldwork was conducted between April 22 and April 27, 2026. Atomik Research, part of 4media group, is a creative market research agency.
Photo courtesy of Shutterstock
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jobs help wanted
Finding Opportunity in a Tough Market: How Grads Can Build Their Resumes While Job Hunting
Finding a job – even under the best circumstances – is not easy. In this market, recent high school and college grads are having a historically tough time finding work, according to Hiring Lab data. Yet there’s a strategic opportunity both for graduates and employers to help today’s workforce: volunteerism.
Finding Opportunity in a Tough Market: How Grads Can Build Their Resumes While Job Hunting
(Feature Impact) Finding a job – even under the best circumstances – is not easy. In this market, recent high school and college grads are having a historically tough time finding work, according to Hiring Lab data.
The challenges are amplified as competition for dwindling entry level job openings – fueled in part by AI adoption impacting post-graduate jobs – is intense.
Graduates are submitting countless applications, often without a response. They’re carving time out of their packed schedules for cold calls, interviews and networking. Many are also working jobs in retail or service industries to make ends meet amidst an undeniable affordability crisis.
Yet there’s a strategic opportunity both for graduates and employers to help today’s workforce: volunteerism.
For graduates, it provides hands-on experience to build their resumes, develop professional networks and explore career paths.
For employers, it acts as an extended interview process, offering opportunities to assess candidates’ skills while boosting company morale, brand reputation and community ties and social responsibility efforts.
Many nonprofits like United Way – as well as businesses, public agencies and other employers – need support in critical areas like communications, event planning, operations, fundraising and technology, which provide hands-on responsibility and skill-building.
“Giving back changes lives but it also opens doors, giving you more opportunities to grow as a person and a professional,” said Rosie Allen-Herring, interim president and CEO of United Way Worldwide. “It is one of life’s greatest joys to volunteer your time to help people in need. However, the benefits don’t stop there, as volunteering also gives you the opportunity to build new skills and form meaningful connections that shape your future.”
For recent graduates, volunteering can:
- Build transferable, real-world skills
Some of the strongest early-career applicants – whether entering the workforce directly from high school or with a college degree – are those who continue building skills, gaining experience and showing initiative after graduation. Employers increasingly value curiosity, adaptability and a willingness to learn skills that volunteering can help build. Volunteer roles also provide real-world transferable skills that AI can’t replicate: communication, leadership, time management, emotional intelligence, teamwork and complex problem-solving. - Deepen and accelerate networking opportunities Meaningful volunteer experiences can place young adults shoulder-to-shoulder with local civic and corporate leaders who have hiring power. According to Gallup research, 55% of youth volunteers find mentors who actively help them reach their career goals.
Volunteering can also create opportunities for established professionals to invest in the next generation – whether through resume reviews, mock interviews, mentorship or professional associations and local networking groups. - Illustrate your “why” Volunteering can help young adults find their passion and purpose. It gives them the space to explore different professional pathways. Aligning volunteer opportunities with career interests allows emerging professionals to test-drive industries and work in environments before committing to a long-term path or even a more structured internship program. For example, high school graduates interested in skilled trades can contribute to community-build projects. Business majors might assist with fundraising strategy. Tech-savvy young adults can support website management. Communications graduates can strengthen social media, writing or content development.
You can start by reaching out to your network of family, friends and colleagues; explore volunteer matching opportunities at your local high school or college career center; or ask local nonprofits directly where they need help most. Another easy place to start is by finding your local United Way, which connects volunteers with meaningful opportunities in communities across the country.
Young adults can also look for short-term or skills-based projects that fit around part-time work or job searching, whether that’s tutoring students, helping with community events, assisting with digital marketing, supporting food banks or volunteering virtually. Even a few hours a week can build valuable experience, grow your network and open doors.
For employers interested in engaging their employees in volunteerism, visit unitedway.org/how-you-can-help/partner-with-us.
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Last Updated on June 16, 2026 by Daily News Staff
How Hiring Veterans Can Strengthen the Workforce
(Feature Impact) Every year, about 200,000 service members transition from military service into civilian careers, offering employers access to a highly skilled and mission-driven talent pool. As organizations across industries seek dependable employees who can adapt and lead, veterans bring experience that translates directly to business success.
Veterans enter the workforce with a wide range of technical and professional skills. Military occupations span fields such as logistics, engineering, cybersecurity, aviation and health care, many of which align closely with civilian roles. This experience allows veterans to apply their training to roles across industries, from manufacturing to information technology, using their practical knowledge developed during their service.
Beyond technical expertise, veterans are widely recognized for their reliability, adaptability and strong work ethic. Military culture emphasizes responsibility, teamwork and accountability – qualities that can strengthen workplace culture and improve team performance. Additionally, employers that hire veterans with disabilities often qualify for federal tax credits, and many workplace accommodations are available to employers at no cost.
Despite these advantages, veterans transitioning from military service to civilian employment still face challenges. One of the most common obstacles is translating military experience into language civilian employers understand. Although more than 80% of military roles have civilian equivalents, differences in job titles and terminology related to responsibilities and accomplishments gained during service may not align neatly with traditional job descriptions, making it difficult for veterans to clearly communicate their qualifications.
To address these challenges, resources aimed at improving the understanding of military experience have grown in recent years. For example, DAV (Disabled American Veterans), a nonprofit organization that provides a lifetime of support for veterans of all generations, their families and survivors, recently released an updated edition of “The Veteran Advantage: DAV’s Hiring Guide for Employers of the Military Community,” a resource designed to help companies better recruit, hire and retain veteran and military spouse employees. The guide is available for free download at davhiringguide.org.
The no-cost guide offers practical information for employers seeking to build veteran-friendly workplaces. It includes guidance on translating military skills into civilian job qualifications, developing hiring initiatives focused on the military community and establishing employee resource groups for veterans and military spouses. It also highlights inclusive hiring practices designed to reduce barriers and better support those who have served.
“Veterans and military spouses consistently demonstrate strong work values, but many still face hurdles when transitioning into civilian careers,” DAV CEO Barry Jesinoski said. “Hiring veterans doesn’t just fill open roles – it strengthens organizations. But employers who don’t understand how to align military experience with business needs might overlook that talent.”
The nonprofit organization also connects employers with veteran job seekers through employment initiatives and outreach efforts. These programs help organizations better understand the value veterans bring to the workforce while supporting successful transitions into civilian careers.
These efforts are especially important as many veterans continue to face barriers to employment. According to the U.S. Department of Labor, the veteran unemployment rate in March 2026 was 3.8%, with the rate climbing to 5.4% among veterans with disabilities, underscoring the persistent challenges many encounter when transitioning to the civilian workforce.
For many employers, hiring veterans is not simply about filling open positions. It’s an opportunity to bring experienced leaders and skilled professionals into the workforce – individuals whose service has prepared them to contribute in meaningful ways long after their military careers have ended.
Photos courtesy of DVIDS. The appearance of U.S. Department of Defense (DoW) visual information does not imply or constitute DoW endorsement.
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