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Forbes
06-07-2025
- Business
- Forbes
The Dishonest Job Search: 4 Must-Knows For Job Seekers And Managers
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.
Forbes
26-06-2025
- Business
- Forbes
Suspicious Job Descriptions: 7 Red Flags To Help New Graduates
Experts warn new graduates to be vigilant about suspicious job descriptions that sound too good to ... More be true. Congratulations to the 2025 graduates. Many of you probably have started hunting for jobs. But have you read a job description and thought, 'This sounds too good to be true?' Chances are you're not wrong and that you might've just spotted a red flag. Research shows that 40% of companies posted a fake job listing this year, and three in ten currently have active fake listings. So, if you're a job seeker, experts are warning you to keep an eye out for suspicious job descriptions. Seven Red Flags Of Suspicious Job Descriptions The 2025 graduating class is the largest ever, but according to Checkr, the 2025 job search process is also 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. Fake job postings are fueling this 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. Experts emphasize before you apply to a company that you research their trajectory, market position and customer pain points. If you have time, it's also important to 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. While this can give you most of the information you need to asses your interest and fit with a company, fake job descriptions can still mislead you. For example, Glassdoor has identified one unhealthy trend to watch out for that it calls 'the octo-hire'--the overextended, over-stressed employee, juggling the workload of eight roles with limited time, energy and resources that inevitably lead to burnout. Certified career coach, Amanda Augustine at told me by email that in real estate, employers often rely on a familiar set of phrases to market their job openings. By the same token, it's up to new graduates, scanning job descriptions and prepping applications, to read between the lines of phrases like 'fast-paced environment''or 'we're like a family,' embedded in the posts. After analyzing hundreds of comments, she and her team have uncovered patterns, reflecting common, shared frustrations many job seekers face. What do some job descriptions really signify? And how can job seekers spot red flags to decipher the responsibilities and expectations often hidden between the lines. 1. 'Fast-paced environment.' Augustine says this term is used to describe a dynamic workplace where employees are expected to keep up with rapid changes. She adds that working under pressure to meet deadlines, juggling multiple tasks at once and constantly adjusting to shifting priorities are typically part of the deal. 2. 'We work hard and play hard.' This line is often used to promote a fun, high-energy culture, but it can be a red flag, according to Augustine. 'It typically suggests long working hours, an expectation to attend social events outside of work and blurred boundaries between professional and personal life.' 3. 'Self-starter who can take initiative.' If you read between the lines, she points out that this ad usually indicates the organization expects you to hit the ground running with little guidance or training. 'It might be a sign of a lack of organization, support or clearly defined responsibilities,' Augustine notes. 'While being proactive is a valuable trait, this phrase can also imply that you will be left to figure things out by yourself, which can be daunting, particularly in a new or unclear role.' 4. 'We're like a family.' Augustine explains that this phrase is meant to suggest a collaborative, supportive work environment, but it can also be a warning sign that the company expects employees to go above and beyond without additional pay or clear boundaries. 'This often means blurred lines between work and personal life, with unspoken pressure to prioritize the company over yourself.' 5. 'Unlimited earning potential.' She agrees that this phrase sounds appealing, but it often means the job is heavily commission-based or dependent on bonuses rather than a guaranteed salary and can signal unstable income, where only top performers earn well while others may struggle to make a livable wage. 6. 'Entry-level' (but requires experience). Augustine cautions that this is a common red flag that suggests unrealistic job expectations. 'It often means the company wants candidates to take on advanced responsibilities without offering the training, support, or compensation usually associated with higher-level roles. This can make it difficult for true beginners to succeed.' 7. 'Passionate about the job.' This is sometimes code for: We can't offer much pay or work-life balance, but we're hoping your love for the work will make up for it. 'Employers may use this phrase to justify long hours, vague boundaries or asking you to go above and beyond your job description without extra support or compensation. Passion is great, but it shouldn't come at the expense of fair treatment,' Augustine warns. How New Graduates Can Approach Suspicious Job Descriptions Critically If you find one or more of the phrases and decide to go for an interview, be sure to ask for clarification of what the phrase really means. During the job interview, it's important to remember that you need to do more than just passively answer the interviewer's questions and present your qualifications. Recruiters are impressed with candidates who show genuine interest in the position by asking thoughtful questions because it demonstrates your interest. Augustine admits that the seven phrases aren't always deal breakers, but they are signals to dig deeper. She suggests that watching for suspicious job descriptions is part of your homework. 'Review the company's website and social channels, read employee reviews on sites like Glassdoor or Comparably, and tap into your alumni network to get an insider's perspective,' she concludes." And remember, the interview goes both ways. You're not just there to impress; you're also there to ask questions and assess if the company culture and role are truly the right fit for you.'
Yahoo
25-06-2025
- Business
- Yahoo
Stable careers are a myth and no one wants to be a leader: A new report reveals the depths of worker pessimism with corporate America
Good morning! The once-stable 9-to-5 job is increasingly becoming a thing of the past. Workers are struggling to thrive in a challenging economy, and few are even aspiring for traditional corporate success. More than half of workers (61%) believe the idea of a 'stable full-time job' is a myth in today's hiring landscape, including 72% of Gen Z professionals, according to a new report of 3,000 employed adults from background checking company Checkr. Around 42% of all respondents, and more than half of Gen Z (52%) say they have side hustles or second jobs—not by choice, but because their current pay doesn't meet their financial needs. 'For employers, these insights are a call to action,' says David Patterson, director of communications at Checkr, in a blog post about the report. 'In a time when polywork is often a necessity, companies that take meaningful steps to support their employees' financial stability might earn stronger loyalty and stand out as employers of choice.' If you thought that financial duress is making workers feel motivated to aim for the corporate office, think again. The majority of employees are unenthused by the prospect of becoming a boss—around 76% of workers overall agree that leadership roles are unattractive because of things like burnout and office politics, including 80% of Gen X and 76% of millennials. Around 61% of workers say that the climb up the corporate ladder feels outdated, with Gen Z and millennials just about tied at 65% and 62% respectively. Even as workers become increasingly disillusioned with traditional career paths, however, they're still looking for a sense of purpose at work. Around 45% of employees overall said that they would take a pay cut if they had a job that was in sync with their values, but still offered room for career growth. That's particularly true for younger generations like Gen Z (52%) and millennials (46%). 'By recognizing that today's workers want more than just titles—they want meaningful work, personal growth, and purpose-driven cultures—companies can design career paths that truly inspire,' the report reads. Brit This story was originally featured on
Time of India
25-06-2025
- Business
- Time of India
Full time, but far from secure: Why 61% of American workers no longer believe in 9-to-5 job stability
Once considered the bedrock of adult life, the so-called 'stable full-time job' is cracking under pressure. In today's volatile economic climate, workers aren't just disillusioned with traditional employment—they're actively rejecting it. A striking 61% of workers believe the idea of a secure, long-term job is nothing but a myth, according to a report by background screening firm Checkr. That number surges to 72% among Gen Z professionals, signaling a generational collapse of faith in corporate promises. But this isn't a story about rebellion. It's a story about survival. Hustling to stay afloat Side hustles were once signs of ambition, passion projects, and income boosters. Now, they are lifeboats. Approximately half of workers (42%) and a sobering 52% of Gen Z hold second jobs out of financial necessity. It is not always about chasing dreams, but about paying rent, according to the report. The surge in 'polywork' is not a lifestyle trend; it is a distress signal. Workers are cobbling together income in an economic landscape where paychecks no longer cover basic living expenses. The implication is clear: Loyalty must now be earned in dollars, not job titles. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Villa For Sale in Dubai Might Surprise You Villas in Dubai | Search ads Learn More Undo The corporate ladder has rotted A staggering 76% of workers say leadership roles hold no appeal. Among Gen X and millennials, that number remains high, 80% and 76% respectively, according to the report. The traditional career climb, long romanticized as a rite of passage, now feels more like a trapdoor. For many, the tradeoff is no longer worth it. Promotions promise prestige but deliver stress, isolation, and chronic overwork. Office politics, toxic cultures, and stagnant wages have rendered the corporate ladder not just irrelevant but toxic. Previously, the corner office upheld the definition of success. Today, it has translated into a symbol of burnout, bureaucracy, and blurred boundaries. A staggering 76% of workers say leadership roles hold no allure. Among Gen X and millennials, that number remains high, 80% and 76% respectively. A pay cut for purpose And yet, amidst this disillusionment, a new aspiration is quietly taking root. Workers may be rejecting titles, but they're not rejecting meaning. Nearly half of the workforce (45%) says they'd willingly take a pay cut for a job aligned with their values, provided it still offers growth. Among Gen Z and millennials, this conviction is even stronger at 52% and 46%, respectively. In an era of climate anxiety, social justice movements, and mental health crises, younger workers aren't just asking what they do for a living; they're asking why. And they want employers to answer, too. Rethinking work from the ground up This is more than a shift—it's a reckoning. Workers today want fewer buzzwords and more authenticity. Less hierarchy and more humanity. The job market isn't broken because people don't want to work. It's broken because the old structures no longer serve the people doing the work. If companies want to attract and retain talent, they'll have to abandon outdated paradigms and start asking bigger questions: What does meaningful work look like? What does a job owe to a worker? And what does loyalty mean when the paycheck no longer guarantees stability? As the dream of the 9-to-5 job dissolves, the workforce isn't mourning its loss. They're demanding something better. And this time, they won't settle for less. Is your child ready for the careers of tomorrow? Enroll now and take advantage of our early bird offer! Spaces are limited.
Bloomberg
22-05-2025
- Business
- Bloomberg
AI Is Helping Executives Tackle the Dreaded Post-Vacation Inbox
While planning a nine-day trip to Japan with her family earlier this spring, Lindsey Scrase was anxious to avoid the stress of work piling up in her absence. For most of her career, getting away hasinevitably meant back-to-back catch-up meetings and an overflowing inbox upon return. 'I want to really unplug this time,' she said before the 11-hour flight. So for the first time, the chief operating officer at Checkr Inc., a San Francisco-based background-screening company, decided to outsource the slog of reentry to artificial intelligence. Not too long ago, most white-collar workers could head out on vacation without fearing the email hangover that awaited them—originally, because messages weren't accessible on everyone's phones yet and, even after, because 9-to-5 boundaries were better established. But today's always-on workplace cultures—accelerated by the rise of remote work—have blurred those lines. Now a growing number of companies have rolled out tools designed to quickly catch up busy managers and staff who (gasp!) mute alerts on holiday. Microsoft Corp.'s Copilot, one of the most prominent offerings, costs users $30 a month, while Google's Gemini and Atlassian Corp.'s Rovo are bundled with enterprise subscriptions; the latter now counts 1.5 million monthly AI users, up 50% from the previous quarter.
