- Recurrent and yearlong ad for the same position, with numerous applicants (sometimes in the hundreds, if not thousands). This is probably the poster child of the ghost job ad.
- Unrealistic compensation for required skills, guaranteed to weed out the junior (skill issue) and the senior (comp issue). This could also signal that the company is looking to hire from offshore markets.
- Plain unrealistic skill requirements. Even companies that hire "full-stack" know that there's a practical limit, beyond which it's probably better to spread out responsibilities, if we want any kind of productivity gain. Being unreasonably greedy about skills might be a sign that the poster wants a cop out when candidates actually turn up. "Yeah, he was capable of writing his own OS kernel as we asked, but his CSS was shit".
If endeavors like the present proposal prove inept, there are enough tools to supplement posted job ads with metrics meant to easily signal to job seekers and investors something useful about the companies posting them, with a nice and accessible UI.
The other day there was an article about streaming services driving viewers back to piracy due to their shenanigans and the resulting subpar user experience. If LinkedIn and friends continue to pretend that it's technologically beyond them to solve ghost job posting on their own network, eventually it will be addressed somewhere else.