Hayali İş İlanları: İş Arayanlar İçin Bir Güvencesizlik Odağı

Abstract

Hayali iş ilanları, yani işverenlerin gerçekte istihdam etmeyi planlamadıkları pozisyonlar için yayımladıkları ilanlar, modern işgücü piyasasında giderek yaygınlaşan ancak yeterince araştırılmamış bir olgu olarak dikkat çekmektedir. Bu ilanlar, işgücü talebine dair yanlış bir algı oluşturarak iş arayanlar üzerinde ciddi duygusal ve ekonomik yükler oluşturmaktadır. Profesyonel ilişki ağları sınırlı bireyleri, orantısız bir şekilde dezavantajlı duruma sokarak sosyal eşitsizlikleri derinleştirirken, aynı zamanda işgücü piyasasındaki güç dengesizliğini de yoğunlaştırmaktadır. Etik bakımından ele alındığında bu uygulamalar, işverenlerin istihdam stratejileri ile iş arayanları yanıltmak arasındaki sınırı bulanıklaştırarak şirketler için itibar riskleri de doğurmaktadır. İşe alım süreçlerinin dijitalleşmesi ve LinkedIn gibi platformların yaygınlaşmasıyla hayali iş ilanların artmakta ve etkilerini daha da kritik hale gelmektedir. Ayrıca, bu ilanlar işgücü piyasası verilerini çarpıtarak, piyasadaki tüm aktörler için karar alma süreçlerini zorlaştırmaktadır. Bu çalışma, Kaynak Bağımlılığı ve İşlem Maliyetleri teorileri perspektifinden hayali iş ilanlarının neden ve nasıl yaygınlaştığını ve sonuçlarını analiz etmektedir. Tartışmalar, iş arayanları korurken işverenlerin yetenek havuzlarını yönetme esnekliğini de sağlayacak düzenlemelerin gerekliliğini vurgulamaktadır. Hayali iş ilanlarının işgücü piyasasındaki güncel kavramlarla ve güvencesizlikle ilişkisi tartışılmakta ve bu konuya yönelik gelecek araştırmalara zemin hazırlamaktadır.

Keywords

• linkedin
• güvencesizlik
• hayali ilanlar
• hayali iş ilanları

Ghost Ads: A Source of precariousness for Job Seekers

Abstract

Ghost job postings, advertisements for positions that employers do not genuinely intend to fill, have become an increasingly prevalent yet underexamined phenomenon in modern labor markets. These deceptive postings misrepresent labor demand, imposing significant emotional and economic burdens on job seekers. By disproportionately disadvantaging individuals with limited professional networks, ghost job postings reinforce social inequalities while exacerbating job insecurity. Ethically, such practices blur the boundaries between proactive recruitment strategies and intentional deception, posing reputational risks for employers. The rise of e-recruitment, particularly on platforms such as LinkedIn, has further contributed to the prevalence of ghost postings. Additionally, these misleading advertisements distort labor market data, complicating policy decisions that rely on workforce trends. This study explores ghost job postings through the lenses of Resource Dependence Theory and Transaction Costs Theory while situating them within broader labor market trends. The discussions highlight the necessity of regulatory frameworks that protect job seekers while preserving employers' hiring flexibility and include recommendations for future research aiming to investigate the long-term impacts of these deceptive postings on precarious employment and labor market transparency.

Keywords

• ghost ads
• linkedin
• precariousness
• ghost job ads

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