Job scams involving fake recruiters that are promoting ghost job postings jumped 37% in the first three quarters of 2025 — and in 2023, these job-related scams cost Americans over $500 million. This is obviously a problem for job seekers who are increasingly concerned about whether jobs are legitimate when job hunting online. The other side of the issue causes pain for recruiters from companies of all sizes who are actively trying to source and recruit talent and reach candidates as they navigate determining which inquiries are real and which are scams.

How does this issue get fixed? Applicants, of course, need to do their share. They have to make moves to protect themselves from scams of all types and avoid job-related cons that pitch amazing opportunities in exchange for money or personal information. If it sounds too good to be true, then it probably is.

The Federal Trade Commission (FTC) is circulating resources to help spot job scams.  LinkedIn, Indeed and ZipRecruiter are stepping up to the plate too, helping to bring clarity to job seekers. LinkedIn has implemented Clear as a way to verify recruiters and job seekers, creating a safer marketplace and raising the level of trust across the board.  These job board vendors are continually updating their fraud detection systems to block fake profiles and scams, but despite these measures, scammers create fake, high-salary, or remote listings to steal personal information (SSN, bank details) or money.

To isolate the data from the FTC on the last available quarter (Q3 2025), there was a 60% year over year increase in reported job scam claims when compared to Q3 2024. Based on experience, thousands more claims go unreported, given there is a level of shame and despair that goes along with falling prey to these types of nefarious actions. Job seekers must verify that it is a real opening on the company’s career site when they get a sense that something is amiss.

Recruiters themselves – and the employers they work for – can play an important role in preventing these types of fraudulent activities as well.

Strengthening trust across the hiring journey
Here are some ways recruiters and companies can break down barriers.

• Don’t assume trust. Earn it. Show job seekers you’re legit and above board at all times. Recruit only from official company email addresses, never from personal email for initial outreach. Always link directly to official job postings on the company’s careers page. And always use a fully built-out LinkedIn profile with real employment history, tenure, and connections.
• Don’t cut corners. Scams target users who are in a hurry to get hired. Scammers push and prod, promising to move offers along if users forward sensitive information – Social Security Numbers, financial information, copies of IDs, and background check details, for starters. Be clear and diligent about the hiring process at your organization, and if possible, even share an “about the hiring process at Company X” from your career site as a way to validate that your requests are legitimate and part of the regular steps to becoming an employee. It’s ok to show urgency, but play it smart and respect the candidate by moving at their pace.
• Be transparent. High-pressure scammers in any forum rely on urgency, secrecy, or vague steps to lure targets into making a quick decision. Recruiters can differentiate themselves by taking their time and clearly explaining the steps that will happen in the hiring process and the steps that won’t. Know that you and your organization are the source of truth for any job seeker interested in joining your organization. Share your LinkedIn profile and your corporate email. Make sure you are guiding the job seeker to the official social media accounts of your company.

• Educate, educate, educate. Recruiters are often the first contact a job seeker makes, so they can serve as a valuable resource for reducing the stress job seekers face when they have anxiety about scams. They can explain how scammers operate and what to watch for. Even if the person doesn’t decide to join their organization, they can make an impact and educate the job seeker on what red flags to look out for. Even this small gesture can have a positive impact on the perception of the recruiter and the organization.

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