What does it mean when 4 out of 10 companies admit to posting a fake job this year?

Some hiring managers may be making job seekers' lives harder, according to new data.

According to a May survey of 649 hiring managers from Resume Builder, as many as 4 in 10 companies have posted a "fake job listing" this year, and 3 in 10 companies are currently advertising for a role that doesn't exist.

Online listings for roles that the company isn't actively hiring for, but uses to collect resumes and other information, are referred to as fake jobs. However, it's important to note that fake jobs that turn out to be scams are a separate issue.

While a proportion of companies claim to have posted fake job listings, it does not necessarily mean that the same percentage of their job postings are false.

Stacie Haller, the chief career advisor at Resume Builder, states that the strategy, despite being frustrating, isn't entirely new.

In order to provide clients with pre-vetted candidates, temp agencies frequently need to acquire new talent and advertise new job openings.

She now sees that "more traditional corporate companies are doing this."

Why companies post fake jobs

Entry-level and mid-level roles are the most common targets for fake job postings by hiring managers, according to a survey.

The company posted job listings on their own websites and various online platforms such as LinkedIn, ZipRecruiter, Indeed, and Glassdoor, among others.

LinkedIn's policy requires recruiters to post jobs only if they intend to hire a candidate for the specific position indicated, while ZipRecruiter's rules state that submissions must reflect a real and current job opening.

A significant number of hiring managers, specifically 7 out of 10, consider the practice of creating fake job postings to be morally acceptable.

What's the point of putting in the effort to advertise a job that isn't even available?

It all comes down to "reasons of appearance," Haller says.

According to a survey, hiring managers believe advertising non-existent job openings positively impacts their revenue by giving the impression that their company is growing faster than it actually is, which increases employee morale. Additionally, some believe that this practice boosts productivity by making employees feel replaceable and motivated to prove themselves against potential new hires.

In order to maintain a pool of resumes for future job openings, hiring managers sometimes create fake job postings.

Haller argues that the practice undermines trust in the job market and can make job seekers feel disheartened.

""She states that none of it is acceptable," says she."

Cold applying to job listings may be 'a last resort'

Online job boards may not always have legitimate job listings, which can decrease confidence in their effectiveness. According to Haller, "submitting your resume to a job posting should be a last resort for getting hired at that company."

Online job ads can be a helpful starting point, according to Haller.

Checking when the job was posted, Haller advises, increases the likelihood that it's currently active compared to jobs listed several months ago.

Before applying for the job, check the company's website to see if the position is posted there. If it is, apply directly through the portal.

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Job sites can aid in networking and establishing professional connections, potentially leading to job prospects, Haller notes.

Some hope for job seekers

Although Haller acknowledges the hiring practice, he highlights a positive aspect: 84% of companies that post fake jobs will always or sometimes contact applicants who submit their information, and 85% of those contacted will proceed with an interview, even if it's not for an immediate opening.

According to Haller, those individuals are often observed and have a chance of being hired in the future, either when an opening arises or if the company's next hire does not succeed.

""If you're interested in the company and a good match, they may call you when something becomes available, but it might not be today," she says."

Haller advises job seekers to evaluate whether they would prefer to work for a company that advertises job openings and recruits candidates in this manner.

"Honesty would be a better scenario," Haller says.

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