Many job seekers have had the experience of coming across job postings that seem to linger online for weeks or even months after being posted. This can be frustrating for applicants who take the time to submit their materials for roles that may no longer be available or actively hiring. So why do some companies leave postings up well past the point of filling the job? There are a few potential reasons.
Still Collecting Applications
One possibility is that the company is still accepting and reviewing applications even though they are not yet prepared to interview or hire someone. They may be collecting resumes to build up a pool of candidates to have ready when they are able to move forward with hiring. This allows them to quickly screen through submissions and identify qualified applicants without having to repost the job and wait for responses.
Pros of this approach include being able to move faster once budget/approval is secured to fill the role and taking time to carefully review applicants. Cons are that applicants may not hear back quickly if at all and run the risk of applying for roles that are effectively on hold.
Role Already Filled but Planning to Hire Again
Another scenario is that the position has already been filled but the company anticipates having to hire again for a similar role in the near future. Rather than taking down the posting and later reposting it, they simply leave it open as a way to continuously collect applicant information.
This can be advantageous if they know they’ll need to fill recurring openings for positions like sales associates, administrative assistants, etc. The listing stays fresh and applicants who missed out the first go around might still be available. Downsides however are again that applicants may apply without knowing their materials may not be reviewed in a timely manner.
Passive Recruitment Efforts
Sometimes postings are left up as part of broader ongoing passive recruitment efforts, even if there is no specific opening tied to the listing. The company might not be urgently hiring but wants to source potential candidates down the line.
This allows them to maintain a large talent pool and network to tap into future hiring needs. It can also help generate awareness of openings at the company for roles beyond the posted position. The main frustration to applicants though is the ambiguity of when and whether their applications will get serious consideration.
Forgotten Listings
In some cases, companies simply forget or overlook removing postings that have been filled or are no longer active job requisitions. This can happen when staffing needs rapidly evolve and change or if responsibilities are unclear for maintaining job ads.
While this is not the intention, it does mean applicants may end up spending time submitting info that will not even be reviewed. It underscores the importance of following up and confirming the status of listings with the company before applying if possible.
Why Keep Postings Up?
Beyond the question of why roles may still be posted well past any active hiring needs, what are some potential motivations and goals companies have for maintaining these listings even if no applicants are being immediately considered?
Future Hiring Needs
As noted, many companies plan to continue hiring for certain roles on a regular basis. Keeping postings up allows them to continuously build their pool of candidates over time versus having to start from scratch every time they need to fill an opening. It spreads out and makes the hiring process more ongoing.
Brand Awareness
Job listings also help increase awareness of the companies and roles themselves, which has value from a branding and talent marketing perspective. Even if applicants don’t get an immediate response, they now know about the organizations and opportunities. This expands their exposure and reach to talent.
Low Cost Approach
Leaving up job postings requires minimal effort and is low cost compared to taking listings down and reposting them later. As long as applicants are aware it is not an active opening, companies save time and resources this way versus reposting each time a new req opens up.
Signal of Growth
Multiple job listings can also create the appearance to candidates of a thriving, growing company and convey positive momentum. So companies may seek this beneficial signaling effect, even if hiring urgency is low.
Testing for Future Openings
Similarly, companies will sometimes post openings they expect to have in the future to gauge applicant response and interest. It helps them determine if roles will attract qualified candidates when they do officially need to fill them allowing them to test demand.
Risks of Keeping Postings Up Too Long
While there are certainly valid reasons companies may keep listings up beyond active hiring needs, there are risks that come with this approach, especially if taken too far:
Applicant Frustration
The most obvious is applicant frustration, confusion, and even distrust when they spend time applying for roles that ultimately stall out in the process. This wastes their effort and reflects poorly on the company.
Stale Information
Long-running listings may begin featuring outdated information, requirements, contacts, etc. Applicants may end up directing their materials incorrectly or to people who are no longer involved.
Legal Risks
If job postings are left up well past hiring needs, companies open themselves up from a legal perspective if applicants claim the listings were misleading or inactive without proper indication.
Needlessly Large Applicant Pools
While building a talent pool has value, accumulating too many applicants who will realistically never be considered leads to unnecessary effort spent reviewing and processing these submissions.
Misperception on Urgency
The company risks signaling lack of urgency or organization around hiring if applicants perceive listings were simply forgotten about or not updated promptly.
Best Practices for Companies
How can companies appropriately balance the advantages of leaving positions posted for extended periods with the need to minimize applicant confusion and frustration? Some best practices include:
Indicate Timelines
Being clear on application materials about the general timelines involved, how frequently the company hires for the role, and next steps expectations can help set applicant expectations accurately.
Note Selection Timing
If hiring needs are immediate, indicate this on the listing. If screening/selection will happen at a much later date, reflect this as well to avoid creating a false sense of urgency.
Close When Filled
Of course, once a position is definitely filled, promptly closing the posting helps ensure applicants do not waste efforts applying after the fact.
Label as “Future Opening”
Distinguishing between immediate openings versus speculative future roles can help avoid misleading applicants on the status.
Give Alternatives
If applicants seem a good fit for other openings, let them know and offer to forward their information for those active requisitions. Don’t just leave them in limbo.
Personalize Communication
When applicants do apply to listings beyond actual current needs, take the time to directly communicate next steps and likely timelines. Automated, generic responses can frustrate.
Pitfalls for Applicants
From the applicant side, what are some pitfalls to watch out for when deciding whether and how to apply for listings that have been up for extended periods?
Assuming Urgency
Even recently posted openings may not reflect an immediate hiring need, so avoid assuming urgency or a quick process unless indicated explicitly.
No Additional Outreach
Only relying on submitting an application without attempting to connect directly via contacts provided or company recruiters means less clarity on status.
Focusing Too Narrowly
Applying only for jobs posted so long ago without checking for other openings risks missing more active requisitions better suited for immediate consideration.
No Confirmation
Not taking the time to confirm with the company if the role is indeed still open and actively hiring could waste an application on a stalled or closed listing.
Spray and Pray Approach
Applying instantly anytime you come across an interesting posted job, even if quite old, risks sending applications into “black holes” without targeted focus.
Keys to Success for Applicants
Given the above factors to weigh when assessing long-standing job ads, what helps job seekers apply effectively? Some tips:
Research Thoroughly
Take time to research the company, position, and listing history before applying to understand the context fully. Find out if this is a frequently reposted role.
Network First
Make use of any contacts or internal connections at the company who may be able to advise if the role is actively hiring before applying.
Ask Clarifying Questions
It never hurts to reach out to the hiring manager or recruiter listed to politely ask some clarifying questions on the status, process, and timeline.
Be a Person, Not Resume
When possible, make direct contact with the company beyond just submitting an application to be seen as a person, not just a resume.
Follow Up
Don’t just apply and wait indefinitely. Follow up within a week or two if you’ve heard no response to check if they received your application or need any additional info.
Have Reasonable Expectations
Have realistic expectations on the process length and do not anticipate rapid response times, especially if the role has been posted for some time already.
Conclusion
While companies often have legitimate motivations to maintain job listings well past the point of active hiring needs, this practice undoubtedly adds complexity and frustration for job seekers assessing which roles to seriously pursue. The keys are adding transparency from the employer side on timelines, status, and alternatives while focusing efforts only on the best fit opportunities from the applicant side. With thoughtful, strategic communication and outreach from both parties, extended job postings can still benefit rather than hinder the hiring process.
Reason | Pros for Company | Cons for Applicants |
---|---|---|
Still Collecting Applications | Build candidate pipeline faster once hiring approved | No response for long time |
Already Filled but Planning to Hire Again | Recurring roles can be filled quicker | Wasted efforts applying for inactive roles |
Passive Recruitment Efforts | Maintain talent pool and network | Uncertainty if materials will ever be reviewed |
Forgotten Listings | None | Apply for roles no longer available |
Best Practice for Companies | Benefit |
---|---|
Indicate Timelines | Sets applicant expectations |
Note Selection Timing | Avoids false sense of urgency |
Close When Filled | Stops wasted applications |
Label as “Future Opening” | Clarifies status |