Extended Summary

Ghost job postings refer to advertisements for positions that employers do not genuinely intend to fill, a phenomenon that is becoming increasingly common but remains largely underexplored in modern labor markets. These potentially deceptive ads may contribute to a false perception of labor demand, placing emotional and financial burdens on some job seekers. Individuals with limited professional networks may be disproportionately affected by this practice, potentially deepening social inequalities and exacerbating existing power imbalances in the job market. Ghost job postings may make it more difficult for individuals to find employment and could pose long-term reputational and legal risks for companies. Therefore, the issue of ghost job postings requires analysis from both economic and ethical perspectives.

The proliferation of ghost job postings is closely tied to the role of digital platforms in modern recruitment. With the rise of information technologies, digital solutions for recruiting personnel have become more common, and various job posting and job search platforms have emerged. Platforms like LinkedIn provide employers with easy access to a broad pool of candidates. However, limited regulation and monitoring, coupled with user-friendly features, may have contributed to the rise of ghost job postings. These types of ads are often used by companies to expand their potential applicant pools, collect data on market conditions, or simply boost their employer brand awareness. While these practices may offer short-term benefits for employers, they lead to various negative consequences both at the individual and macroeconomic levels.

For job seekers, ghost job postings can result in significant frustration and wasted time. Job search processes are already stressful and time-consuming, and when candidates invest their time and energy in responding to ads only to discover that the positions are not real, their efforts are wasted. Such experiences may reduce some job seekers’ motivation and contribute to eroding trust in the hiring process. Ghost job postings may mislead candidates, leading to unnecessary time and financial losses. This undermines job seekers’ confidence in the labor market and negatively affects their career planning. Over time, diminished trust in the labor market could discourage job-seeking behavior, which may, in turn, influence unemployment trends. Therefore, ghost job postings represent not only a form of deception but also an economic barrier for job seekers.

From the perspective of employers, the long-term effects of ghost job postings can also be detrimental. At first glance, such ads may seem like an attractive way for companies to expand their candidate pool and analyze market conditions. However, over time, this strategy may damage a company’s reputation and erode trust among job seekers. Additionally, in light of potential legal regulations, these practices may expose employers to legal challenges. If job seekers and other stakeholders become aware of a company’s lack of honesty and transparency, it can weaken the company’s employer brand and make it more difficult to attract qualified candidates in the future. This may undermine a company’s competitive advantage, given that trust is often considered central to maintaining an attractive employer brand in the labor market.

This study addresses the prevalence of ghost job postings from the perspectives of Resource Dependence Theory and Transaction Costs Theory, exploring the underlying causes and dynamics of this practice. Resource Dependence Theory posits that employers seek to control resources in order to gain an advantage in the market and attract the best talent. In this context, ghost job postings can be viewed as a strategy to attract potential candidates and enhance an employer’s ability to manage its workforce. Transaction Costs Theory suggests that companies may use ghost job postings strategically to reduce the uncertainty and costs associated with recruitment, with the increasing prevalence of such practices being linked to broader economic conditions.

The rise of ghost job postings is not only the result of employers’ strategic needs but can also be traced to structural problems within the labor market. The growing imbalance between employment opportunities and the number of job seekers affects how companies manage labor supply and demand. In times of crisis, economic uncertainty, and reduced employment, ghost job postings may increase as companies try to hedge their recruitment strategies. However, this practice also provides important insights into the overall health of the labor market. It signals the need for more regulation and transparency in recruitment practices.

In conclusion, the spread of ghost job postings may result in various negative outcomes for both job seekers and employers. For job seekers, these postings create emotional and economic burdens, while for employers, they pose risks of reputational damage and legal liabilities. Given the role of digital platforms in facilitating the spread of ghost job postings, it is crucial to develop and implement more effective monitoring mechanisms. Moreover, employers need to place greater emphasis on their responsibilities concerning honesty and transparency to reduce power imbalances in the labor market and address social inequalities. Preventing ghost job postings may contribute to a more equitable and transparent labor market. In this context, the challenges faced by job seekers are not only individual issues but also reflect the structural problems within the labor market. Addressing this issue could serve as a critical step toward ensuring that the labor market operates more reliably and sustainably.