{"id":7038662,"date":"2026-08-16T02:59:29","date_gmt":"2026-08-16T02:59:29","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/ghost-jobs-real-harm-and-a-rare-good-idea-from-politicians\/"},"modified":"2026-08-16T02:59:29","modified_gmt":"2026-08-16T02:59:29","slug":"ghost-jobs-real-harm-and-a-rare-good-idea-from-politicians","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=7038662","title":{"rendered":"Ghost Jobs, Real Harm, and a Rare Good Idea from Politicians"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<p><span style=\"font-weight: 400;\">According to an <\/span><a href=\"https:\/\/www.hrdive.com\/news\/new-york-passed-bill-aimed-at-halting-ghost-jobs\/822620\/\"><span style=\"font-weight: 400;\">HR Dive article<\/span><\/a><span style=\"font-weight: 400;\"> on the legislation, a recent MyPerfectResume analysis found that nearly <\/span><b>1 in 3 U.S. job listings does not result in an actual hire<\/b><span style=\"font-weight: 400;\">. That means a huge share of people applying for jobs may be spending emotional energy, time, and hope on positions that were never truly open in the first place.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That is not a harmless inefficiency. It is a form of abuse.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For years, some employers have used ghost job postings to serve themselves while pretending to serve others. The HR\u00a0<\/span><span style=\"font-style: inherit;\">Dive piece highlights several motives behind the practice. Companies may post these to:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Evaluate the candidate pool<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Signal to current employees that they are replaceable or<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Create the appearance of growth for investors and the public\u00a0<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">In other words, some organizations are using job seekers as market research, psychological leverage, and corporate theater.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Classy.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That\u2019s toxic leadership in practice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is exactly the kind of behavior servant leadership should challenge. If you are not serving others, you are self-serving, and that is not leadership. It may be strategy. It may be optics. It may even be common practice. But it is not leadership.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">What makes ghost jobs especially damaging is that they hurt more than just individual applicants. Yes, they waste people\u2019s time. Yes, they toy with their hopes. Yes, they can pressure existing employees by subtly reminding them, \u201cLook how easily you could be replaced.\u201d But they also pollute the broader social picture.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">When ghost jobs inflate the apparent volume of openings, they can distort labor-market signals that journalists, economists, public officials, and politicians rely on to understand what is actually happening in the economy. If a meaningful share of postings are fake, stale, or never intended to be filled, then the public conversation built on that data becomes less trustworthy too.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So this is not just an employer-versus-applicant issue. It is an honesty issue. A trust issue. A society issue. That\u2019s why this bill matters.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">As described by HR Dive, the legislation would require employers with 100 or more employees and third-party job platforms to disclose whether a posting is tied to a current vacancy and when the employer expects to fill it. It would also require filled positions to be removed within two weeks. Employers or platforms that fail to comply could face fines <\/span><b>starting at $2,500<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Is that a complete cure? No.<\/span><\/p>\n<p><span style=\"font-style: inherit;\">Is it a meaningful step toward accountability? Absolutely.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">From a SERVANT-Leadership perspective, several principles stand out here.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Virtuousness: Honesty is not optional<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The most obvious principle is <\/span><a href=\"https:\/\/modernservantleader.com\/servant-leadership\/servant-leadership-101-principle-of-virtuous-schindlers-list-movie-example\/\"><b>Virtuousness<\/b><\/a><span style=\"font-weight: 400;\">. In <a href=\"https:\/\/modernservantleader.com\/servant-leadership\/servant-leadership-acronym-updated\/\">The Acronym Model of SERVANT-Leadership<\/a>, Virtuousness includes <\/span><b>character, honesty, and purpose<\/b><span style=\"font-weight: 400;\">. Ghost job postings fail that test. They are dishonest by design. They may help a company posture, test a market, or create leverage, but they do so by misleading real people. Leaders do not get to call themselves strategic while treating truth like a rounding error.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">One of the strongest lines in the SERVANT framework is this: <\/span><b>\u201cIn leadership, a lack of ethics is a lack of competence.\u201d<\/b><span style=\"font-weight: 400;\"> That applies here. If your hiring process depends on deception, the problem is not just your recruiting strategy. The problem is your leadership.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Authenticity: Say what is real<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The second relevant principle is <\/span><a href=\"https:\/\/modernservantleader.com\/servant-leadership\/servant-leadership-101-principle-of-authenticity-the-post-movie-example\/\"><b>Authenticity<\/b><\/a><span style=\"font-weight: 400;\">. Authentic leadership requires <\/span><b>transparency, visibility, and alignment between words and actions<\/b><span style=\"font-weight: 400;\">. If a company publicly acts as though it is hiring while privately knowing the role is not real, that is the opposite of authenticity. It is performative leadership in corporate form.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">If a job is exploratory, say that. If it is a pipeline-building role for future needs, say that. If it is contingent, say that. Adults can handle reality. What they should not have to handle is fiction disguised as opportunity.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Empathy: Job seekers are people, not data points<\/span><\/h2>\n<p><a href=\"https:\/\/modernservantleader.com\/servant-leadership\/servant-leadership-101-principle-of-empathy-hidden-figures-video-example\/\"><b>Empathy<\/b><\/a><span style=\"font-weight: 400;\"> matters too. Job seekers are not just names in an applicant tracking system. They are people with bills, families, confidence, anxiety, and limited time. Every fake or misleading posting asks someone to spend emotional and practical effort on an illusion.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Servant leadership says leaders must not just listen to understand, but listen to feel. If more executives actually felt what the job search experience is like right now, many of these practices would become indefensible very quickly.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Thoroughness: Think about system-level consequences<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The fourth principle that fits this issue is <\/span><a href=\"https:\/\/modernservantleader.com\/servant-leadership\/servant-leadership-101-thorough-lesson-erin-brockovich-movie-example\/\"><b>Thoroughness<\/b><\/a><span style=\"font-weight: 400;\">. In the SERVANT model, Thoroughness includes <\/span><b>systems thinking, accountability, and foresight<\/b><span style=\"font-weight: 400;\">. That matters because ghost jobs do not only create individual frustration. They distort systems. They weaken trust in hiring markets. They muddy labor data. They confuse policy discussions. They reward short-term optics at the expense of long-term credibility.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Servant leaders are supposed to prioritize outcomes over optics. Ghost jobs do the reverse.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That is why legislation like this can serve both the job seeker and society. It creates a clearer standard. It raises the cost of deception. It pushes companies toward more honest behavior. And it reminds employers that access to public labor markets comes with public responsibility.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Real leadership does not use people as props. It does not manipulate workers through implied replaceability. It does not inflate growth optics with fake openings. And it certainly does not shrug off the social damage that comes from distorting job-market reality.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Servant leadership starts with service, but it does not stop at good intentions. It requires honesty, empathy, transparency, and accountability.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">That is what this bill is trying to enforce when some employers would not choose it on their own.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Which brings us back to a rare statement these days: Politicians may have actually done something useful here. Let\u2019s hope the Governor signs it.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">NY Bill Authors:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At time of posting, this is awaiting signature by <a href=\"https:\/\/www.governor.ny.gov\/\">NY Governor Hochul<\/a>.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Similar Bill Author in PA (in development):<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Source article: <\/span><a href=\"https:\/\/www.hrdive.com\/news\/new-york-passed-bill-aimed-at-halting-ghost-jobs\/822620\/\"><span style=\"font-weight: 400;\">https:\/\/www.hrdive.com\/news\/new-york-passed-bill-aimed-at-halting-ghost-jobs\/822620\/<\/span><\/a><\/p>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>According to an HR Dive article on the legislation, a recent MyPerfectResume analysis found that nearly 1 in 3 U.S. job listings does not result in an actual hire. That means a huge share of people applying for jobs may be spending emotional energy, time, and hope on positions that were never truly open in [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":7038663,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[106196],"tags":[5485,1416,24643,341,11011,10917,1276,482],"dealstore":[],"offerexpiration":[],"class_list":["post-7038662","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-servant-leadership","tag-ghost","tag-good","tag-harm","tag-idea","tag-jobs","tag-politicians","tag-rare","tag-real"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Ghost Jobs, Real Harm, and a Rare Good Idea from Politicians - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=7038662\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Ghost Jobs, Real Harm, and a Rare Good Idea from Politicians - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"According to an HR Dive article on the legislation, a recent MyPerfectResume analysis found that nearly 1 in 3 U.S. job listings does not result in an actual hire. 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