In my experience, the biggest red flag has nothing to do with the job description or the company website. The real issue shows up when a listing has zero mention of salary-or worse, it dodges the topic altogether. If a job post says something vague like "competitive pay" or "salary dependent on experience" without giving even a basic range, I immediately question whether the company is serious about hiring. A real position has a budget. If a company cannot commit to a number, it probably is not committed to filling the role anytime soon. I have seen roles stay open for 6+ months because companies "want to see what talent is out there" without offering a concrete salary. That being said, the real test happens during the first conversation. If an employer dances around pay or refuses to give a range even when asked, something is off. Avoiding salary discussions leads to drawn-out hiring cycles, wasted interviews, and applicants walking away after weeks of back-and-forth. Personally, if a company will not disclose a number after the second conversation, I consider that a dead end. The best job listings give at least a range-$65K-$75K, $20-$25/hour, or even "starting at $80K." Anything is better than a mystery.
From what I've seen, one key indicator that job seekers can use to identify fake or 'ghost job' listings is unusual application methods or interview processes. Being able to identify these uncommon practices can serve as red flags, potentially saving candidates time and protecting them from scams. Application Methods - Be cautious of job postings that ask you to apply through non-standard channels. Legit companies typically use official company portals or professional job platforms for applications (for example, LinkedIn, Indeed, Glassdoor, etc). Red flags for application methods include: - Requests to apply via personal email addresses (like @gmail.com, @yahoo.com, etc.) - Applications through messaging apps or social media platforms - Unusual file upload requirements Interview Processes - Real companies generally follow standard interview protocols. Be on the lookout for: - Interviews conducted entirely via text messaging - Unusually short interviews - Sudden interview invitations without prior application - Requests to download specific messaging apps like Telegram for interviews Some additional warning signs during the interviews could be: - Requests for payment or personal information during the application or interview process - Immediate job offers without thorough vetting - Overly agreeable interviewers who quickly present offers that sound too-good-to-be-true By being vigilant about these unusual practices, job seekers can better protect themselves from potential scams and focus their efforts on real job opportunities. Remember, most reputable companies will conduct initial interactions through professional channels and use standard video conferencing tools for remote interviews.
A major red flag that job seekers often overlook is job listings that overpromise but under define. If a role boasts unlimited income potential, vague benefits, or rapid career growth but lacks concrete details about daily responsibilities, team structure, or performance expectations, that's a strong indicator that the listing may be misleading or even nonexistent. Remember that in hiring, clarity is key, legitimate employers know exactly what they need and can articulate it. If a job sounds too good to be true without clear accountability, it likely is. From my experience, a well-structured job posting reflects an organization's professionalism and operational maturity. Companies with real hiring needs define their expectations, required skills, and key performance indicators clearly. When those elements are missing, it suggests either disorganization or, worse, a bait-and-switch scenario where the role doesn't truly exist, or the reality of the job is far from what's being advertised. Another critical factor is the lack of transparency about success metrics and internal structure. If a company cannot outline who the role reports to, how performance is evaluated, or what the first 90 days will entail, it signals potential instability. This could mean unclear leadership, shifting priorities, or a lack of long-term investment in employees. To vet these listings, job seekers should scrutinize the details. Does the job posting explain how success is measured? Is there a clear reporting structure? Are the responsibilities specific, or is it all broad promises? If the listing reads more like a promotional pitch than a structured opportunity, it's worth questioning whether the job is real, or whether it's just a tactic to build a talent pipeline without immediate intent to hire.
A Company that asks for excessive personal information is a big red flag. Legitimate employers do not typically request sensitive details (bank account info, Social Security number, passport details) in the early stages of the hiring process. If the application requires unusual personal data upfront, it's likely not legitimate, and applicants should stay away. Any requirement to pay a "training fee" or invest in equipment for a job almost always signals a scam. Trust your gut.
I write "The Job Scam Report" on Substack. These are my observations and findings. One key indicator job seekers can use to discern whether a job is fake or a ghost job is how long it has been posted past its closing date. Job seekers often apply to hundreds of jobs to land one. The numbers game is not just wasting time. It's also increasing their personal information exposure to scammers as it's likely that several companies are fake or ghost jobs out of the hundred in a month. In fake and ghost jobs, your personal information is vulnerable to scams or marketers for profit. If it's a fake job, depending on where it's posted, who posted it, and how fast the posting disappears. On LinkedIn, fake jobs disappear quickly. The key to discerning the validity is if the company posting is an actual company. Mostly, phony job postings are from fake companies. Job seekers should Google the company and check the website to confirm whether the posting is active. You can also contact the company directly via email or phone to ensure the company is still hiring. You can also search LinkedIn for the recruiter to see if they've posted the position. If you confirm that the job posting is real, the company may have hired the candidate but kept the posting past its closing date. Companies use this strategy to fill their pipeline with future candidates. Some companies post their hiring process flow on their website and give applicants options on how the company can use their application or resume information. Options may include information could only be used for posted positions, the company's newsletter, or future positions. With the increased use of AI for job postings, there are blurred lines between what's fake and what's just a ghost job. While this allows many fake job creations or ghost jobs to save companies money by collecting data, job seekers must research companies deeply to avoid scams and save time applying for jobs.
A key indicator to look out for is the quality of the job listing itself. Often, fake or "ghost" job postings may contain numerous spelling and grammatical errors, overly generic job descriptions, or unrealistic promises such as extremely high pay for minimal experience or effort. Legitimate job postings are usually well-written and provide a clear, realistic description of the role, responsibilities, and qualifications required. If a job ad seems too good to be true or poorly put together, it could very well be a red flag signalling a fake job listing.
Fractional Chief Operating Officer at Sha' Cannon Business Solutions
Answered 9 months ago
A hugely vague role description that after research, seems to be an isolated post from a business you can't find anywhere online. Most companies tech savvy enough to utilize online resources for hiring are also likely to have some kind of online presence. It's not just about a random job posting floating around. You should be able to find them online - like, do they have social media? A blog they actually update? Check out places like LinkedIn or Glassdoor too. See what employees are saying or if the company posts anything there. If you can't find anything recent about them, no updates, or they basically don't exist online at all, that's a huge warning sign. These "ghost jobs" often come from companies that are only names on paper (or on a job board), not actual, real businesses. Or sometimes, it's agencies using fake jobs to collect resumes or contact info. Basically, if a company's legit, there will be some online buzz about them-more than just one lonely job post. If the job listing doesn't match up with what you find online, it's likely a fake.
With over three decades in media and business strategy, I've worked closely with professionals across industries, helping them navigate career transitions and business growth. One critical challenge job seekers face today is identifying fake or 'ghost' job listings-positions that either don't exist or are used to collect resumes without real hiring intent. One key red flag is "Vague Job Descriptions with Unrealistic Promises." These listings often lack specific responsibilities, have generic buzzwords, or advertise exceptionally high salaries with minimal qualifications. They also tend to rush the hiring process or conduct interviews exclusively via messaging platforms. How to Avoid Wasting Time on Fake Job Listings 1. Verify the Employer's Credibility A legitimate company will have a well-established website, LinkedIn presence, and employee reviews on platforms like Glassdoor. If details are missing or poorly maintained, it's a sign to be cautious. 2. Analyze the Job Posting Carefully A real job description is clear and structured, outlining key responsibilities and qualifications. Fake listings often use vague language, overuse phrases like "no experience needed," or fail to mention reporting managers and workplace details. 3. Be Cautious of Unusual Hiring Practices If an employer asks for personal details (bank info, SSN, etc.), requests upfront payments for training, or schedules an interview that's only via chat with no face-to-face interaction, it's likely a scam. Having worked extensively in networking, leadership coaching, and digital hiring trends, I advise job seekers to stay proactive, research job offers thoroughly, and trust their instincts. A little due diligence can help avoid job scams and focus on real career opportunities.
One key indicator of a fake or ghost job listing is the absence of company contact details or official communication channels. I once applied for a marketing position that seemed promising, but the listing only provided a generic email address with no link to the company's website or social media pages. After some research, I found the company's official site, which had no mention of the job. It became clear the listing wasn't legitimate. To avoid wasting time, I now verify every job posting by checking if the company has a career page listing the same role. If that information is missing or inconsistent, it's a major red flag. Legitimate listings will always have a traceable connection to the company, whether it's a branded email address or links to their online presence. My advice: always cross-check job listings with the company's official channels. Use LinkedIn or their website to confirm that the position is active and aligns with the description provided. A little research upfront can save you hours and prevent frustration. Transparency is a hallmark of a genuine opportunity-if it's missing, proceed with caution.
We developed a unique approach to verify job authenticity by tracking posting patterns across multiple platforms. The key indicator emerged when we noticed that 91% of legitimate sustainability roles included specific waste reduction metrics or environmental impact goals, while fake listings typically used vague "green" buzzwords without measurable targets. We implemented this insight into our own hiring process by including detailed sustainability KPIs in job descriptions, such as "manage projects to reduce packaging waste by 27%" or "develop strategies to increase recycling rates by 43%." This approach resulted in a 77% improvement in candidate quality and reduced irrelevant applications by 63%. For instance, when hiring for our zero-waste coordinator position, including specific metrics attracted candidates with proven track records in waste reduction. This method helps job seekers because authentic environmental companies invest time in crafting detailed, measurable job requirements. If a sustainability role lacks specific environmental targets or metrics, it's often a red flag indicating either a fake listing or greenwashing attempt.
One reliable red flag for spotting fake job listings is an unusually high salary range compared to market standards, especially when paired with minimal experience requirements. In my recruiting work, I found that positions advertising 30-40% above industry averages while requiring basic qualifications were ghost listings 85% of the time. For example, a recent "entry-level marketing coordinator" position offered $95,000 when the standard range was $45,000-60,000. Upon investigation, this company had reposted the same role monthly for over a year without ever hiring. The pattern suggests they were either collecting resumes for future use or maintaining the appearance of growth. The key is to research standard salary ranges on sites like Glassdoor and Indeed. If a listing significantly exceeds these benchmarks while asking for minimal experience, it warrants extra scrutiny before investing time in applying.
Look at the tech stack requirements versus reality. When a job posting asks for "10+ years experience in React" (React was released in 2013), or "5 years senior-level Svelte experience" (Svelte came out in 2019), that's a ghost listing collecting resumes for their database. Real job posting: "5+ years React experience, specific knowledge of Redux and Next.js, experience migrating from class components to hooks." Fake posting: "Senior full-stack developer needed: 8+ years experience in React, Vue, Angular, Svelte, and Solid.js. Must be expert in all modern frameworks and able to lead architecture decisions across our entire stack." Real postings reflect actual tech decisions and timelines. When I hire developers, I list exact versions and specific migration projects because that's what they'll actually be doing. Ghost listings read like they copied every tech keyword from Twitter.
A big red flag I always point out to job seekers is when a job posting sits online for months without any updates. At Resume Assassin, I've worked with thousands of clients, and so many share stories of chasing these "ghost jobs" only to find out the position was never really open. Here's my tip: if you see a job that's been posted forever, check the company's careers page or LinkedIn activity. If it's still there with no changes-or if you notice recruiters aren't engaging with applicants-it's probably not worth your time. You can also apply and follow up directly to confirm if the role is actually being filled. Time is precious when job hunting, so focus on opportunities that feel active and real. A little research upfront can save you a ton of frustration down the road!
Through analyzing 4,000+ job postings as a hiring systems engineer at Studiolabs, I've found that vague or non-existent application response timeframes are the strongest red flag. In my experience reviewing posts, legitimate companies will specify clear next steps and timelines (e.g. "We'll review applications within 5 business days"). Ghost jobs typically use phrases like "We'll be in touch" or "Applications reviewed on a rolling basis" to keep posts active indefinitely. Last quarter, I found 92% of confirmed ghost listings shared this pattern.
It's so frustrating when you see an awesome job listed online, one that you're perfect for or seems "too good to be true" just to find out that you wasted your time with something fake, or did happen to be too good to be true! Being on the other side of recruiting (aka posting jobs that we hope attract amazing talent!) I have a few tips that will help job seekers avoid wasting their time on "ghost" job listings, and instead spend their time and energy on applications that are worthy of their time and talent. The first thing I tell job seekers to be wary of are job descriptions that are vague or incomplete in some way. If a job description reads kind of generic, doesn't really include any details about duties or job responsibilities or feels "copy and pasted" that is your biggest red flag. Legitimate job postings usually include clear details about the company, the job they are hiring for, and what those expectations are, along with clear contact information and a website. If this information is missing, or seems vague and sketchy - it probably is! Another red flag to be mindful of is any kind of up front fee or payment. I know this might sound obvious - but scammers are getting more sophisticated not just with the technology they use, but how they spin things. A legitimate employer will never ask for payment or fees, despite the seemingly compelling reason you see outlined on the job listing. Also, make sure to be mindful of a salary that doesn't match the amount of work being asked. This is where the "too good to be true" antennae needs to go up! If the job seems to pay unusually high for the amount of workload or qualifications - this is possibly a bait and switch to attract attention and candidates. Don't forget that a real employer will never pressure you to make a decision, get on a call, or reveal information quickly. Scammers have to create a false sense of urgency because they don't want you to have enough time to do your due diligence and proper research. If you feel pressured, and they feel pushy - run! Always remember that a legitimate company will have a website, LinkedIn profile, and employee reviews on platforms like Glassdoor. A non-existent or poorly maintained online presence should be a huge indicator that something isn't adding up. With that being said, using trusted job boards and official company career pages to maximize your job search is one of the best ways to minimize your exposure to fake listings.
One key indicator I always look for to spot fake or "ghost job" listings is vague job descriptions with no specific responsibilities or qualifications. If a listing is overly generic, lacks company details, or seems too good to be true, it's often a red flag. I once came across a posting that promised an unrealistically high salary with minimal requirements. After researching, I found no real company presence online. My advice: always verify the employer's website, check LinkedIn for employee profiles, and be cautious if there's no clear hiring process or direct contact information. Avoiding these traps saves time and keeps you focused on real opportunities.
One key indicator of a fake or "ghost job" listing is a lack of specific job details and vague descriptions. Legitimate job postings typically include clear role expectations, required skills, and company information. If a listing is overly generic-using phrases like "We're always looking for great talent" without specifying actual responsibilities or qualifications-it may be a placeholder post rather than a real opportunity. A real-life example of this happened when a candidate I knew applied to multiple roles at a well-known company, only to receive no responses. After some research, they discovered the company routinely posted jobs to build a candidate pipeline but had no intention of hiring immediately. To avoid wasting time, job seekers should look for red flags such as unclear job titles, missing salary ranges, or a pattern of the same job being posted repeatedly without hires. Checking employee reviews on sites like Glassdoor or researching company hiring trends can help confirm if a job is legitimate.
One key indicator of a fake or 'ghost job' listing is a lack of specific details about the role. Genuine listings clearly outline responsibilities, qualifications and the company's expectations. If the description feels vague or overly generic, it is a red flag. At Pairfum London, we have come across numerous suspicious listing while hiring and they share the following pattern: - the company name is descriptive of the industry, - the job advert lacks clarity, - they use generic phrases like "dynamic environment" without explaining the role, and - unclear contact These are misleading for candidates and will probably waste their time. To avoid such traps, research the company thoroughly. Check their website and social media for consistency with the job listing. A legitimate company invests in clear communication, both in their job adverts and their public presence. Look for a direct point of contact and avoid listings that seem designed to collect data rather than hire.
Outdated postings are one of the biggest red flags. If a job has been live for 6+ months with no updates, it is likely a placeholder rather than an actual opening. Some companies leave postings up to build a resume pool or give the illusion of growth. A quick trick is to check the company's careers page and social media. If they regularly post the same role but never mention new hires, that job may not exist. In my experience, real hiring moves fast. If a company truly needs to fill a role, they are not waiting half a year to do it. Honestly, job seekers should trust their instincts. Applying to a job takes time, and every minute spent on a ghost listing is a minute taken away from real opportunities.
I think one key indicator of fake or 'ghost job' listings is vague or recycled job descriptions. When a posting lacks specific details about the role, responsibilities, or qualifications-or if the wording feels generic-it's often a red flag. I've noticed that legitimate employers tend to highlight precise expectations and skills because they want to attract the right candidates. For example, in my industry, when hiring CNC machinists, we always include details like required certifications, software proficiency (like CAD or CAM), and the types of machines they'll operate. Fake listings often skip these specifics or reuse the same language across multiple posts. Another sign is if a company has a lot of open roles but no clear updates or responses to applicants. I once heard from a colleague who applied to multiple positions at a company but never received follow-ups, only to learn the jobs were never meant to be filled. Verifying the company's activity on LinkedIn or Glassdoor can save job seekers from wasting their time. I hope this insight is helpful, and I'd love to read the final article! Thanks for considering my input.