We're all seeing ghosts... right?

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Hi! I’m Peter, CEO of Kickresume, and these career-related stories caught my attention this month — and might catch yours too.

Okay, two things happened recently. One good, one… not so good.

A few weeks ago, I spoke to a journalist from The Wall Street Journal about hiring trends. I figured, sure, why not? Maybe one of my thoughts would get buried somewhere online.

But then they actually published me. In print. And I won’t even pretend to be cool about it…I’m really excited.

So, that’s the good part. Now for the bad.

The thing I was talking about?

Yet another reason us employers are getting a bad rep (totally justified, btw). As if layoffs, return-to-office demands, and unpaid internships weren’t enough… now we’ve got ghost jobs.

Ghost jobs are job postings that are fake or never actually meant to be filled. And according to recent reports, they’re everywhere.

The good news? There’s a solution.
The bad news? You’re not gonna like it.

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Fake jobs, real disappointment

So, what exactly is a ghost job, and why should you care?

If you’ve ever spent hours perfecting a resume, writing a cover letter, and thinking you’re the perfect candidate—only to hear crickets—there’s a good chance you’ve encountered one. 

Ghost jobs are fake, outdated, or perpetually open job listings that companies never actually intend to fill (at least, not anytime soon–we’ll get to that).

And it’s not just the occasional bad listing. According to recent reports:

• Roughly 1 in 5 job posts aren’t real.

• Nearly 70% of companies using Greenhouse (a major hiring platform) had at least one ghost job listing in just a single quarter of 2024.

• For 15% of companies (on Greenhouse), ghost job postings are routine—half of the roles they list never get filled.

That means thousands of job seekers are wasting time on applications that were never meant to result in a hire.

So…why do companies do this?

Like always, it’s strategic. And sort of evil. And smart. So I guess the right word would be devilishly cunning? 

Here’s the why:

1. They’re building a database of candidates. Many ghost postings exist to stockpile resumes for the future. The company isn’t hiring right now, but they want a database of potential candidates for when they eventually do.

2. It makes the company look good. A long list of job openings creates the illusion of growth, making the company look successful to investors, shareholders, competitors, and even its own employees. After all, a company that’s “always hiring” must be thriving, right?

3. Sometimes, it’s just plain old bureaucracy. Certain industries require companies to publicly post jobs even when they already have someone lined up internally.

4. It’s a way to pressure employees. Keeping job listings up can make current employees feel replaceable. 

5. Or, ironically, to keep employees happy. If a team is overworked, it makes employees believe their workload will be alleviated by new workers.

Whatever the reason, the outcome for the job seeker is the same: more noise, more wasted time, and more frustration.

But while ghost jobs aren’t going anywhere, they’re not impossible to spot.

If it walks like a ghost job and talks like a ghost job…

Before you waste time applying, go through these five questions. 

1. Has the job ad been posted for more than 60 days?

2. Does the job description feel vague or overly generic?

3. Have you applied, followed up, and received no response at all?

4. Is this job posted repeatedly without ever being filled?

5. Is there no sign of this job on the company’s website?

Results:

• 0 YES answers – Congrats, you’re safe. Proceed with cautious optimism.

• 1-2 YES answers – Might be real, might be a ghost. Apply if you must, but don’t get too attached.

• 3-5 YES answers – You’ve just met Casper the Friendly Job Listing. Move on.

Friends are better than skills

Alright, so now you know how to spot ghost jobs. The question is—what do you do instead? And how do you get a job if you can’t even rely on applying for job ads anymore? 

The answer is…I almost don’t want to say it… 

It’s networking. I can almost hear you sigh in disappointment.

It might not be what you want to hear, but it’s the truth. Networking has always been the most effective way to land a job.

That was the conclusion we reached in the WSJ article, alongside Glen Loveland, a senior career coach at Arizona State University (who, by the way, used to work in HR at Disney).

At Kickresume, we agree—though we call it rampant nepotism instead.

Most of our employees (all but two, actually) came through personal connections. I knew some friends, they knew some friends, and here we are, a company full of nepo babies. And guess what? It works. And it benefits both sides.

As an employer, I’d rather hire someone who’s already pre-approved by people I trust than gamble on a total stranger. 

And for the employee, getting referred means they already have insight into the company culture, work conditions, and whether they’ll actually enjoy working there. 

If everything clicks, it’s a done deal.

And yes, we usually reach out first, asking our team if they know someone for a role. But what if you’re on the other side—the one looking for a job?

The reality is that networking gets a bad rep, but it works. It doesn’t have to mean awkward coffee chats or LinkedIn DMs with strangers. Sometimes, it’s as simple as asking a friend who works at a good company: "Hey, do you know if your team is hiring?"

Most people want to help. And if nothing’s available right now, you’ve still put yourself on their radar for the future.

If that sounds awful, don’t worry. There’s another way. And you might like it even less. (Or maybe more. Who knows… I don’t know you🤷‍♂️)

What’s more awkward? Cold emailing or unemployment?

Alright, so maybe you’ve asked around, but no one in your network knows of any openings. Or maybe you’ve already used up all your connections. What now?

You reach out directly. Even if there are no advertised openings, you email the company you actually want to work for.

It sounds bold, but it works.

If I got an email from a qualified person who likes what we do and makes a strong case for why they’d be a great fit—ignoring them would be the last thing I’d do. At the very least, I’d want to grab a coffee (or beer) and hear more.

And if I didn’t have an open role? I’d probably forward their info to a friend at another company who does. 

Because here’s the thing: companies are ALWAYS looking for great people, even if there’s no active job posting. And a well-crafted email puts you at the top of the list before a job even opens up.

And look, networking—and especially cold emailing—is always going to feel a little (or a lot) awkward. Not everyone’s built for it, and I get that. But if you’re willing to embrace the awkwardness, you might as well send that email.

What’s the worst that can happen?

Handpicked remote job of the month: Senior Director of Product Design at Grow Therapy

$220k-$275k annual US base range

• 🧠 Mental health breaks

• ⚖️ Work-life balance

• 🏠 Remote office setup

• 📚 Learning stipend

• 💪 Wellness stipend

• 🍽️ Meals on us

• 💼 Competitive Compensation

• 🌟 Professional Growth

• ⏰ Flexible Schedule

• 🚀 Impactful Projects

Learn more here >

Random piece of career advice that actually works

How to make an ATS-optimized resume? 

Let’s break down the most important things you should look out for if you want your resume to pass the ATS check:

1. Use keywords strategically. Use relevant keywords throughout your whole resume, incorporate them into specific examples in your experience to show your credibility. Don’t forget to mention them in your skill section.

2. Choose an ATS-friendly format. Your resume should be easy to read. Avoid any excessive graphic elements, complicated layouts or unique fonts. Keep it clean and simple.

3. Use standard headings. Use sections like "Work Experience," "Education," and "Skills." Using any creative or different headings might confuse the ATS.

4. Focus on content over design. Having a creative resume is great, but bold design choices can actually harm your chances.

5. Use a single-column resume. By using a single-column design instead of a two-column one, you increase your chances of your resume being readable by an ATS.

6. Proofread for accuracy. ATS software can flag spelling mistakes or mismatched keywords, so double-check your resume for errors.

7. Save in the right file format. Always follow the instructions in your job posting. If you’re not sure which format you should send, save your file as a PDF or .doc or .docx.

If that sounds like a lot, worry not. Kickresume actually offers ready-to-use resume templates that are ATS-friendly. And when it comes to the content of your resume, you can check it with the ATS Resume Checker feature.

I hope you didn't think I'd forget! 

As a token of appreciation for your excellent scrolling skills, here’s a 20% discount code for Kickresume Premium. 

Catch you later! 

Peter