Certainly, it may be that you need to improve again, or a salary and skill is mismatched rather than expecting. However, in some cases, the problem may deepen, which possibly have nothing to do with lack of your skills or an inconsistent resumption.
If you have come in such situations, you may fall prey to ‘Ghost Job Listing’, which Mukul Goel, co-founder of Straitfix Consulting.
What is a ghost job listing?
These are posts that companies post without any intention without any work. There are many reasons that companies excluded such a listing, including the purpose of looking at the market, keeping a pipeline or fulfilling the quota.
Why do companies post such job listing?
In a special interview with CNBC-TV18, Goyal discussed a survey stating that up to 30% online job posting can be classified as ghost jobs, specifically prone to some industries May go.
A report by Myperfectresume suggests that more than 81% of recruits accept ghost jobs, those positions that either do not exist or are already full.
“Companies use ghost jobs to assess talent pool, keep a backup list of candidates, or even create confusion of development during economic recession (response to the job opening between pruning) . The rise of ghost jobs raises questions about transparency and moral responsibilities of companies in the job market, ”he explained.
However, he believes that there are two sides of the problem – from employers as well as from the ends of the employees.
Employer or Employees – Who is at mistake?
From the employee side, Goyal thinks that two major issues are moonlight and apply for more jobs than ever.
“For example, earlier, people applied to two companies. Now they present letters of five companies and choose which company they want to work for. We have seen in our own company where a person already has a proposal letter with a company. They have joined our company with this intention. Check this outfit for me for a week and see if this organization works for me or not. If yes, I will continue and reject the job offering there. Otherwise, I will leave this organization after a week and take a proposal letter from that company and join it, ”he said.
While applying for many jobs is not a crime, one must always be more and more safe and safe to find a job. “The problem is in holding those proposal letters.” On the other hand, the recruiter cannot give proposal letters to many people.
Meanwhile, from the end of employers, Ghost Job Listing is growing to do the market research, pay benchmarking and fiction for the company.
And in the end, companies often post more opening, as they are really because candidates feel that they have more likely to hiring since the opening of many positions. “Therefore, the company will also put more position than necessary so that it can attract more talent.”
Asked if there is a need to follow any morality in the practices of hiring companies, Goyal said that there are many rules, but they are not laws, which means that the organization makes rules for the organization by the organization. Go and they cannot be chased by every organization. “This is still a moral policy rather than law and specific.”
How to identify ghost job listing?
Goyal feels that there are many data points that indicate that the job is real or fake.
Here is a list of three things that he suggests that candidates should consider:
If a company is listed, it is a corporate or startup. If they are saying that they are opening a thousand people at LinkedIn or any other source, then candidates should examine news and financial reports about the organization for the last six months or a year. “Surely if a company is harming, corporates will not hire thousand people especially who are responsible for shareholders.”
-When the fans should check the current survey of the organization on platforms like Glassdor, and Stock Exchange Filing.
Like the employer, a candidate should also do the background verification of the company. Read the review, reach out to market reputation, access to alumni, and contact with current employees.
In addition to spotting the fake opening, Goyal also suggests that the candidates are engaged in individual branding.
“You have a humble opportunity for staff or potential employee to do your branding, which comes in the LinkedIn photo. I have seen many students who are currently studying in colleges, but have crossed around 70,000 followers, 1 lakh followers and 50,000 followers. I have received a lot of recommendations on what they are posting. Will it not be very easy for them to get a job placement? ,
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