A significant proportion of UK job adverts may never lead to genuine opportunities, according to new research that has prompted calls for greater transparency in recruitment. The findings come amid rising reports of “ghost jobs”, a term now used to describe vacancies that are advertised despite no intention or immediate plan to hire.
A survey by recruitment technology company Greenhouse, based on responses from over 1,200 employers in the UK, US and Germany, found that as many as 34 percent of UK roles posted online were never actively being recruited for. The same report puts the figure at 22 percent across the three countries studied. The trend has been echoed in other research, which has identified job boards, recruitment agencies and direct employer listings all contributing to the practice.
The prevalence of ghost jobs is causing frustration, wasted effort and declining trust in both employers and the recruitment process. Some candidates report applying for dozens or even hundreds of roles, only to find out later that the vacancy was already filled, paused or simply never existed in the first place. The experience can be disheartening and, for some, damaging to confidence and mental health.
Ghost jobs take a toll on wellbeing and confidence
Candidates are reporting that the process of applying for jobs has become increasingly fraught, with no feedback or acknowledgment of applications becoming the norm. Speaking to the BBC, one marketing professional based in Leicester described spending hours on applications, only to receive silence from employers both large and small. She said the lack of response “knocks you down” and leaves many questioning their abilities and career prospects.
Career coaches and recruitment specialists are warning that the rise in ghost jobs is contributing to a crisis of trust. Many jobseekers, especially those facing redundancy or career change, report a sense of helplessness and frustration when they encounter repeated re-postings of the same vacancy or discover that advertised roles are not genuine. The problem, experts say, goes beyond wasted time; it also undermines confidence and erodes the employer brand.
Why do ghost jobs exist?
Employers and recruiters offer a variety of explanations for the rise in ghost jobs. Some companies are thought to keep job adverts live to collect CVs and build up talent pools for potential future hiring, even if they have no immediate intention to recruit. Others may leave roles posted to give the impression of business growth or to appear competitive in the market. There are also concerns that some job listings are used to gather candidate data, which raises questions about privacy and ethical recruitment practices.
Recruitment specialists say they often notice job adverts for the same roles posted repeatedly or left online for months without any real intention to fill them. Industry experts warn that this not only creates a misleading picture of the job market for applicants but also distorts labour market statistics used by policymakers and analysts.
Recent data from the US Bureau of Labor Statistics highlighted the scale of the problem: while millions of job vacancies were advertised in the US over the summer, the actual number of hires lagged far behind the postings, pointing to a significant share of “phantom” roles.
International response: Policy and practical steps
The issue has begun to attract policy attention in North America. The Canadian province of Ontario will require companies to disclose whether an advertised vacancy is actively being filled from January 2026, and will introduce rules to tackle the related problem of recruitment ghosting. Companies with more than 25 staff will be obliged to respond to any candidate who has been interviewed, within 45 days, although they will not need to contact those not selected for interview.
In the US, campaigners have called for legislation to ban fake job adverts and require employers to keep records of their hiring process. A group led by a former tech worker in Washington DC has drafted the Truth in Job Advertising & Accountability Act, which would introduce penalties for misleading or non-existent listings.
Despite the international momentum, there are currently no equivalent moves in the UK to address either ghost jobs or the wider issue of employers failing to respond to applicants. Employment lawyers warn that any new rules would need effective enforcement to avoid becoming another “tick box” exercise.
What can HR do to restore trust?
Industry observers are urging UK employers to take voluntary action to rebuild confidence in recruitment. Clear, up-to-date job adverts, timely communication with applicants, and removing filled roles promptly are seen as basic but vital steps. HR leaders are also being advised to audit live vacancies regularly, ensure hiring managers update recruitment systems, and provide feedback to unsuccessful candidates wherever possible.
Experts point out that transparency in recruitment is not only good practice but also supports workplace wellbeing and protects the employer brand. Where jobseekers feel respected and informed, even if they are unsuccessful, the reputation of the organisation is strengthened. Conversely, repeated ghosting and fake listings risk reputational damage, disengagement and higher turnover.
Recruitment professionals suggest jobseekers can protect themselves by networking directly with hiring managers and watching for red flags, such as roles that are re-posted frequently or remain open for extended periods.
