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Job seekers call them “ghost jobs” – career postings that seek out applications, resumes and references, yet quietly lead nowhere.

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“Ghost jobs,” as they have been dubbed, have become a familiar frustration for Canadian job seekers.

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A recent study conducted by Employment Hero found 56% of Canadian workers surveyed suspect they have applied for a ghost job. 70% of job-seekers surveyed stated that employer ghosting has impacted their mental health.

What may feel like a low-stakes choice for an employer can land very differently on the receiving end. 

A ghost job refers to a job posting made by an employer who does not have a genuine intention to hire a candidate. These postings can sometimes attract hundreds of applications, despite no vacancy or no imminent hiring need.

Employers may use ghost job postings for the following reasons:

Data Harvesting – Some companies seem to use ghost job posting to ensure that they have access to new talent when it is needed, or when they have the budget to hire at some future date, or in preparation for inevitable turnover.

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Market Research – Some employers may use ghost job postings to test the salary expectations and skill availability of the job-seeking pool.

Optics – Some employers use job postings for optics when they already have a candidate in mind.

Investor signalling – Some employers use job postings to signal growth or momentum to investors, despite no immediate intention to hire.

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For employers, these motivations may be an intentional business decision, but they carry a shared risk: reputation.

From a candidate’s perspective, ghost job postings are not neutral. In fact, they consume time, raise expectations and often end in silence. When candidates begin to associate an employer with ghosting or unfair hiring practices, trust erodes.

Candidates may take to online forums and social media to share their ghosting experiences, causing a lasting effect on the employers reputation, and resulting in a potential loss of qualified candidates.

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In Ontario, ghost postings could also run afoul of employment legislation. On Jan. 1, new rules under the Employment Standards Act, 2000 came into effect, requiring greater transparency in hiring practices.

Employers with 25 or more employees must now disclose an expected salary, or salary range, state whether a posting reflects an existing vacancy, indicate whether AI will be used in the hiring process, and follow up with candidates within 45 days of their final interview to communicate any hiring decisions made.

Under these new rules, ghost job practices are no longer merely a reputational misstep. They may now expose employers to liability for non-compliance.

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To avoid liability, employers should take note of the following do’s and dont’s:

Do’s

– Consult a lawyer to ensure job postings comply with the Employment Standards Act, 2000 and evolving recruitment obligations.

– Be transparent with candidates about hiring timelines and vacancies – trust in the hiring process can be a competitive advantage.

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– Remove or pause postings when hiring is delayed or a budget has not yet been secured.

– Clearly label postings as “future opportunities” or “talent pool” roles where no immediate vacancy exists.

Don’ts

– Do not repost expired roles to maintain visibility.

– Do not solicit applications where no approval to hire exists.

– Do not remain silent after interviews – following up helps an employer remain ESA compliant while protecting their reputation in the job market.

Have a workplace problem? Maybe I can help! Email me at sunira@worklylaw.com and your question may be featured in a future column.

The content of this article is general information only and is not legal advice.

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