An Executive Search Firm’s Perspective: Ethics From The Employer Side – Are Job Ads Real?

Ethics – something we consider incredibly important for and from everyone.  This is our number one most written-about Blog topic.  We usually talk about the importance of candidates telling us the truth.  The focus is on accurate titles, job histories, education, etc.  We have countless examples of candidates who DO tell us the truth 100% of the time.  (We don’t write about these candidates much – but we appreciate them.)  Sadly, we have people who are the exception to this rule. 

We make sure we uncover the truth about each person.  Our reputation as a firm depends on our work in this area. 

Let’s talk about ethics from the employer side – specifically position ads 

The term Catfishing kept on coming up in my research on ethics from the employer side.  We encounter the term all the time – we see it in the news.  We are now encountering the term as it relates to employment.  The term was not originally associated with employment, but the crossover to get there is sadly clear. 

The definition of Catfishing is the act of creating a false online identity, often on social media or dating platforms, in order to deceive someone, usually for personal, emotional, or financial gain.

Here’s how it typically works:

• A person (“the catfish”) uses fake photos, names, and background stories to pretend to be someone else.
• They often build trust (or romantic connections) with unsuspecting individuals.
• The deception might be used to manipulate emotions, extract money, or hide the catfish’s real identity or motives.

There are a lot of false jobs advertised out there

Let me put in a shameless plug – ethical retained/executive search firms do not do this.

There is no definitive, universally agreed-upon number for the percentage of job ads that are false (or termed ‘ghost’ jobs), but a variety of recent studies and surveys suggest it is surprisingly high.  The estimates vary substantially depending on how you define ‘false’ (never intended to hire, already filled but still advertised, vague/placeholder roles, etc.).  

That said – think about this last sentence – we are clarifying how we define FALSE! 

A few recent studies:

• In the 2024 Forbes MyPerfectResume study, it was found that over one-third of job advertisements were fake. 
• A recent analysis of Glassdoor data estimates that roughly 20+% of job ads might be ghost jobs.  (There is no definitive study by Glassdoor on this topic at this time.)
• A 2024 ResumeBuilder survey found that approximately 40% of employers admitted to posting at least one fake listing in the last year. 

But why? 

Common motivations (some more benign; some more ethically questionable) for running a fake ad

• Build a resume/candidate pipeline Even if there isn’t a current opening, recruiters may collect resumes of potential candidates for future roles.  This helps them “stockpile” talent.
• Signal growth or attract attention Advertising many job openings can give the impression that a company is expanding, healthy, and in demand both to the public, potential investors, and even current employees.
• Pacify current staff/reduce pressure If existing employees are overworked, announcing ‘hiring’ could signal relief is coming even if the role won’t be filled immediately (or at all).
• Test the labor market/compensation benchmarking Employers might post roles to see how many applicants they get, what salary expectations are, or how competitive the market is for certain skills.
• Morale/internal optics/investor signaling Some companies use fake listings for internal or external optics – to appear more robust, to show investors they're scaling, or to reassure stakeholders.

Some “fake” postings might be more malicious – scams designed to harvest personal data (resumes, social security numbers, contact details), or fraudulent roles that require upfront payments for “training” or “application fees.”

How Do We Assure We Are Applying For Legitimate Roles?

• This may make me sound like a broken record, but go to your network.  (This is a blatant recommendation for using your network in your search.)  A company name, an e-mail address with a hint of who the employer is or a name to respond to should be checked out with people you trust. 
• Call the company and innocently ask about the opening and who you can talk with to get more information.  A phone is rarely used today as a phone.  We more commonly use it to e-mail and text.  Use your phone for its intended purpose – call and start asking questions. 
• Look at Glassdoor information as well as Indeed company reviews.  While not definitive (they are usually written by people who are disgruntled in some manner), you will see themes emerge. 

With these three suggested actions and the data you uncover, triangulate what you learn and draw a conclusion. 

With that said, if you encounter an employer that is falsely advertising, you may want to take them off your target list.  Do you want to be affiliated with that employer?  Your reputation will be tied to the employer – for better or worse. 

Is this a true ethical issue? 

We would not recommend hiring a candidate that lies about their credentials.  We actually code them in our database as Off Limits. 

We can’t recommend joining an employer that doesn’t tell the truth.