If you’ve looked for a job in the last 12 months, odds are you’ve run into this sequence of events:
You find a job description that matches your experience perfectly. You take the time to tailor your résumé to the listing, write the perfect cover letter, submit your application, and wait to hear back. Only you never hear back. In fact, no one does. You just applied for what’s now being called a “ghost job.”
Ghost jobs are listings for open roles that a company has no intention of filling—externally at least. They may address the role internally, or they may be keeping the role open to build a steady candidate pipeline. In some cases, a company may even have just forgotten to close an open role after filling it.
And this isn’t an isolated incident or one-off event. Ghost jobs are everywhere.
The problem is bad enough that state lawmakers in New York passed legislation in early June to make ghost jobs illegal. The law requires job listings to include specific language: “This position is for a current vacancy, and the employer intends to fill this position by (date).” If the company doesn’t plan on filling the role within 90 days, it needs to make that clear in the listing.
I firmly believe New York is making the right move.
Because here’s the thing: Ghost jobs aren’t bad just for jobseekers—they’re doing serious damage to employers, too. In particular, this trend is hurting companies that are doing all the right things. When job seekers lose faith in the job market as a whole because of bad actors—ghost jobs and scam postings—it reduces the odds that quality candidates will come through anyone’s pipeline. Your best applicants might start relying on AI themselves because they don’t know which openings are worth their time. As a result, every applicant looks the same, and it becomes impossible to tell a strong candidate from a poor fit.
This is a moment for companies to take matters into their own hands. By building trust and good faith in a job market defined by a widening trust gap, companies can stand out from the competition and turn their hiring experience into a lasting advantage.
Why Ghost Jobs Hurt Applicants and Employers
Looking for a job has never been fun, but the process now can be downright demoralizing. Employ’s 2026 Job Seeker Nation Report found that 53% of applicants think they’ve seen a scam job listing, and 32% say they’ve been ghosted by a company they applied to. And that’s just a small taste.
The landscape isn’t much better for employers.
Bad actors are using AI to falsify everything from résumés to live interviews. Gartner predicts that by 2028, one in four applicant profiles will be fake.
The Trust Opportunity
This is a crisis of trust. Job seekers don’t trust that they’ll be treated fairly during the application process. Employers don’t trust that the candidate applying for their job is accurately representing who they are and what they’ve done. As trust falls apart, it’s easy to lose sight of the humans involved; everyone thinks the machine on the other side of the process is trying to screw them over, and the problem just gets worse.
The good news is that employers can turn things around quickly, and any company that’s able to establish real trust with applicants will have a lasting advantage in the job market.
The majority of companies are already doing many of the right things—posting only roles they intend to fill, including hiring timelines in the job listing, and so on. But a few additional changes can go a long way toward rebuilding candidate trust.
Prioritize communication
When you know an applicant won’t be moving further, prioritize sending that follow-up email. You won’t believe what that extra moment means to candidates—even if it’s tied to a rejection. Templates and automation are the trick to help hiring teams keep up with large volumes of applications.
Make the move to skills-based hiring
Shifting to a philosophy of skills-based hiring establishes a strong foundation of trust for both the employer and the applicant. Quick skills assessments allow the employer to verify that a candidate is actually able to do what they claim. These assessments should also filter out a large portion of those who are using AI to spam job applications.
At the same time, candidates are grateful for the opportunity to demonstrate what they’re capable of. The 2026 Job Seeker Nation Report found that candidates want companies to go beyond evaluating résumés and credentials: 41% want organizations to assess communication skills, 35% want them to test problem-solving ability, and 32% want them to evaluate demonstrated skills.
Verify when it makes sense
As a candidate moves ahead in the hiring process, you can then use tools to verify identity and employment status. Remember: Verifying an applicant’s government ID too early can turn off potential applicants; doing it closer to the hiring decision saves resources and demonstrates to the candidate that the opportunity is serious.
The trust advantage
Good word spreads fast. Employees and applicants are more likely to recommend your company to their friends if they know that they’ll be treated well. A strong employer brand ensures that the best people want to work for your company. In other words, the investments you make in an enjoyable hiring process will compound over time.
No one company can solve the job market, but every hiring manager can take steps to make the process more transparent and pleasant within their own organization. And while the rest of the market degrades trust, you can reap the benefits of a good reputation.
