Ghost Jobs in Asia-Pacific: The Invisible Trap in Today’s Hiring Landscape

You’ve probably applied to a job that sounded perfect—only to hear nothing back. Weeks go by, the listing remains active, and you start to wonder: Was the role ever real?

Welcome to the world of ghost jobs—open positions posted by companies that they have no intention of actively filling. These postings may exist for talent-pooling, brand positioning, compliance, or worse, just plain neglect.

Ghost jobs aren’t just frustrating—they distort job markets, mislead candidates, and waste time. While this is a global phenomenon, its impact is especially sharp in South East Asia, Asia Pacific, and the Indian Subcontinent, where digital recruitment is booming and competition is fierce.

Global Trends: Just How Common Are Ghost Jobs?

Recent studies reveal a concerning trend:

• 39% of hiring managers globally admitted their companies had posted at least one job with no intention to fill (Resume Builder, 2023).
• A MyPerfectResume survey (2024) found that 81% of Indian recruiters knowingly post ghost jobs—17% were completely fake, and 21.5% were left open with no urgency to hire.
• According to Clarify Capital (2025), 1 in 4 employers post jobs just to build a pipeline—not to hire immediately.
• Industry experts estimate 20–34% of all job listings online are ghost or expired listings still live on boards.

The Situation in South East Asia and Asia Pacific

The Asia-Pacific region is facing a dual challenge: rising digital employment alongside informal hiring structures.

• More than 60% of workers in the developing Asia-Pacific region operate in the informal economy (ILO, 2023).
• Gig work is growing by over 30% annually across Southeast Asia, but many roles lack transparency—especially in tech and digital services.
• In countries like Indonesia, the Philippines, and Vietnam, job platforms are rapidly expanding, but regulations lag behind.

Ghost job listings in these economies aren't just misleading—they widen the digital divide, discouraging job seekers who already face barriers to formal employment.

India: The Subcontinent’s Ghost Job Crisis

India presents a particularly stark example:

• Youth unemployment (ages 15–29) in urban India stands at 17%, with young women at a much higher 22.7% (CMIE, 2024).
• 73% of Indian job seekers say they’ve been “ghosted” by employers after interviews or applications.
• In tech and BPO sectors, up to 10% of listings may be ghost roles—especially at entry and mid-levels.

Why does it happen? Many Indian companies maintain postings for internal metrics, HR quotas, or to create an illusion of growth. This behaviour not only hurts applicants—it disrupts wage trends and workforce planning.

Why Do Employers Post Ghost Jobs?

Let’s break down the most common reasons:

1. Talent-Pooling: Building a database of potential candidates “just in case”.
2. Employer Branding: Appearing like a growing company to shareholders or competitors.
3. Market Research: Gauging salary expectations or job market trends.
4. Internal Reporting: Meeting compliance, diversity goals, or board expectations.
5. Automation Errors: Listings left up by bots or inactive teams.

The Hidden Toll on Candidates

Ghost job listings create more than just confusion—they leave lasting impacts:

• Mental health strain from repeated rejections or no replies.
• Time loss applying and preparing for roles that don’t exist.
• Misinformed decisions based on perceived job market demand.

For early-career professionals and freelancers across Asia, this is more than a nuisance—it’s a systemic credibility issue.

How Job Seekers Can Protect Themselves

In today’s climate, job seekers must act like informed consumers:

1. Focus on recent posts (within 7–10 days), especially from verified profiles or recruiters.
2. Leverage your network to validate roles and get internal referrals.
3. Engage directly with hiring teams to confirm the role is active.
4. Track recruiter activity—look for consistency in hiring behaviour and communication.

Ghost jobs are not just digital clutter—they are a growing problem that erodes trust and transparency in the hiring process.

With over 80% of recruiters in India admitting to posting roles they don’t intend to fill, the problem is systemic. It’s time platforms, HR teams, and leaders prioritise authenticity and candidate experience.

For job seekers in South East Asia and beyond, the best strategy is vigilance, validation, and valuable connections.

Have you encountered a ghost job recently? How do you verify job listings before applying?

Let’s bring more light to these invisible hiring practices.