Jessica O'ConnorMore than two-fifths of professionals said their job search has been disrupted by so-called “ghost” job listings, while hiring managers report being overwhelmed by application volumes, according to research by Robert Walters.
The survey found 44% of professionals believed vacancies advertised without genuine intent to hire – or roles that do not exist – have stalled their job search.
A further 35% said such listings have reduced their trust in recruitment processes.
Lucy Bisset, director of Robert Walters North, said: “Ghost jobs are a lingering ‘bad apple’ in the UK job market – disrupting job hunts and damaging trust between employers and professionals.
“At a moment when many professionals are already struggling to get noticed by employers, applications that receive no response only deepen frustrations.
“They aren’t straightforward to spot, and in some cases, can be the result of hiring processes buckling under the weight of AI-powered application volumes.”
Jobseekers reported spending significant time on applications, with 35% saying they spend up to 30 minutes per application, 30% up to an hour and 18% two hours or more.
Separate analysis cited in the report suggested ghost listings accounted for an average of 34.4% of postings across 20 common UK roles in 2025.
Only 9% of professionals said they feel confident identifying ghost jobs.
In response, more than half reported researching employers more thoroughly, while others said they are submitting more applications or closely tracking their submissions.
Bisset added: “When roles appear active but aren’t genuinely open, it wastes jobseekers’ time and undermines confidence in an already highly competitive labour market.
“Greater due diligence is a positive, but we must be careful of healthy caution tipping into cynicism. Overapplying or dismissing legitimate opportunities based on suspicions will only compound problems.”
The report also highlighted pressures on employers.
With competition for roles increasing, 40% of hiring managers said high application volumes are a major challenge, while 31% reported difficulty finding candidates with the right skills.
Bisset concluded: “Recruitment must evolve to keep up with the ways people apply for jobs today.
“Simple steps, such as using AI to assist with initial screening or partnering with specialists to manage high application volumes, can help employers identify the right talent while protecting jobseeker experience.
“A job listing is often a professional’s first impression of a company. When the experience is poor, it doesn’t just harm employer brand but can reduce application quality over time and deter strong candidates from applying in the future.
“While not every unresponsive vacancy is a ghost job, this issue reflects the need for hiring processes that prioritise transparency and human communication at every stage.”
