The Dishonest Job Search: 4 Must-Knows For Job Seekers And Managers

Forbes

a day ago

Learn how the Dishonest Job Search misleads both job seekers and hiring managers and what each side ... More must look for to prevent a colliding mismatch.
Research shows that 40% of companies posted a fake job listing so far in 2025, and three in ten currently have active fake listings. If you're a job seeker, experts are warning you to keep an eye out for suspicious job descriptions. And they are advising both job seekers and hiring managers to be on the lookout for misleading information in the dishonest job search in today's market.
The Dishonest Job Search
According to Checkr, the 2025 job search process is more complex and challenging than ever. Job hunters are navigating a hiring landscape filled with uncertainty, frustration and a growing lack of trust in employers. And job seekers and employers are bending the rules to get ahead.
New research known as the "Dishonest Job Search," surveyed over 2,000 job seekers and hiring managers and found both confusion and miscommunication in hiring. The national study exposes the silent strategies job seekers and hiring managers use that are shaping today's workplace. From misleading remote work promises to fake job postings, the data shows a workplace where bending the truth has become just part of doing business.
The 'Dishonest Job Search" detected tactics that cross the line from strategy into dishonesty, damaging trust between job seekers and employers. Companies post exploratory job listings that they aren't planning to fill to gauge talent availability and build pipelines, while job seekers cast wider nets by applying for stretch roles and leveraging AI tools to compete in crowded markets.
Fake job postings are fueling a lack of trust, and companies are posting them to alleviate employee workload concerns and to feign company growth. Hiring managers say fake job postings lead to boosted revenue, morale and productivity, and 70% of managers say they believe it's morally acceptable to post fake jobs. Fortunately, there are ways to recognize red flags that indicate suspicious job descriptions.
Misleading remote work promises has become a major source of confusion and mixed messages in hiring. This mismatch shows up in advertising "remote-friendly" positions that require frequent office presence, describing "hybrid" arrangements that heavily favor in-office work or suggesting flexibility that disappears after hiring.
The divide is further widened when job seekers want to know what a job pays before they apply, but most employers aren't telling them. The study reveals that 68% of job seekers want salary information disclosed upfront in job descriptions, but only 48% of hiring managers provide it at that stage. That 20-point gap between what job seekers want and what they get isn't an accident, according to the study.
Many employers prefer to get candidates interested first, then talk about money later. The Dishonest Job Search shows that, despite the tug-of-war, both sides want the same thing: a hiring process based on honest information and real opportunities. They both want straightforward conversations and transparency but are stuck in gridlock over guessing games.
The Three Agreements In The Dishonest Job Search
1. The three-day rule is one of several surprising areas where job seekers and hiring managers agree on expectations and strategies. Amid all the gamesmanship in hiring, job seekers and hiring managers have quietly settled on the same timeline:
Three days has become the standard window—long enough to review details, discuss with family, or weigh other options, but quick enough to show genuine interest. It gives both sides what they need: candidates get time to make an informed decision, and employers get a reasonably prompt response that keeps their hiring process moving.
2. AI use in the job application process is the second unexpected agreement employees and employers have settled on:
According to the study, job seekers polish their resumes with AI tools, then hiring managers run those same resumes through AI detectors. But rather than creating an arms race, both sides seem to view AI as just another tool—like spell check or grammar software—that helps put your best foot forward.
3. Job requirements is the third agreement where job seekers and hiring managers have reached the same conclusion:
4 Recommendations For The Dishonest Job Search
A considerable number of job seekers (84%) suspect that companies routinely post "phantom job" openings, and the study's data shows they're right to be suspicious. A notable 78% of hiring managers say they have interviewed candidates for roles that were not immediately available. When job seekers encounter fake postings, they start questioning whether any opportunity is real.
The 3-day rule give job seekers time to decide if a suspicious job offer is legitimate. If you're a job seeker, experts emphasize before you apply to a company that you research the organization's trajectory, market position and customer pain points. If there's time, research the organization's history and key milestones as well as when they've taken the time to test out their products and services firsthand.
The Dishonest Job Search researchers give recommendations for hiring managers, job seekers and organizations to mitigate the confusion and discord in the hiring process.
1. Only post jobs you're actually planning to fill.
2. Include salary ranges in job descriptions from the start.
3. Be upfront about remote work policies from the first conversation.
4. Recognize that skills can be developed and give stretch candidates a chances.
1. Keep applying for stretch opportunities as 75% of hiring managers are open to this approach.
2. Use AI tools openly to enhance your presentation, employers won't hold it against you.
3. Ask direct questions about benefits, remote work and advancement opportunities.
4. Trust your gut when something doesn't add up.
1. Reward hiring managers for clear communication rather than just filled positions.
2. Train hiring teams on how to have straightforward conversations with candidates.
3. Hold people accountable for accurately representing roles and company culture.
4. Remember that misleading candidates during hiring often backfires later.
The Dishonest Job Search researchers conclude that hiring will always involve some strategy and positioning. They add that the companies that do it best are the ones that build their approach on clear communication and realistic expectations rather than gimmicks or misleading information.