Job Seekers, Don’t Fall for It: Behind Fake Job Ads May Be Hackers and Criminals

In addition to new decisions and habits, the transition into the new year is traditionally a time when people seek new opportunities in both their personal and professional lives, such as a new job. In an era of rapid dissemination of misinformation and constant manipulation of the emotions of the weakest links in society, among which are job seekers, there is a noticeable and concerning increase in fake job ads, especially on LinkedIn, a social network designed for professional networking, but also elsewhere, such as in videos on YouTube. Attractive working conditions, above-average salaries, the possibility of working from home, and many perks lure applicants to apply quickly with just a few clicks, after which silence often follows from the other side. At first glance, they appear legitimate, as some of these fake ads are even posted under the names of reputable companies, but the true intent behind them is questionable.

Whether employers (real or fake) are trying to collect personal data from potential employees, gauge the state of the job market, or raise awareness of their brand with job ads that have no real intention of hiring, there is also a real danger that hackers and criminals may be lurking on the other side. Unfortunately, job ads are yet another possible channel for spreading malware, as well as financial fraud and extortion. Therefore, it is more important than ever to approach offers from social networks, including those related to attractive job ads, with caution.

In the worst-case scenario – a lawsuit

In protecting against this deceptive and unfair business practice, government agencies or regulatory bodies responsible for the labor market that oversee job advertising, as well as consumer protection agencies, play an important role, emphasizes attorney Kristina Bajsić Bogović from the law firm Horvat & Zebec & Bajsić Bogović.

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Kristina Bajsić Bogović

—– Both websites and platforms specialized in employment often have their own mechanisms for verifying and filtering ads. They conduct verification procedures to ensure the legitimacy of employers, which reduces the risk of fraud. In some industrial sectors, professional organizations or unions may also play a role in monitoring and setting standards for job advertising, providing an additional layer of protection, explains Bajsić Bogović.

As an example of distinguishing between fake and real job ads, the employment agency Selectio issues its Employer Partner certificate as a guarantee, and only to those companies that have undergone an analysis of their human resources systems and have proven to have high and professional standards in all processes. Although they are familiar with the phenomenon of fake job ads, Selectio briefly points out that they do not collaborate with such profiles and can only speculate on the reasons and motives behind such actions.

That various certificates and confirmations make sense is also evidenced by the fact that fake ads, besides being an ethical problem, can pose a serious legal threat. Bajsić Bogović warns that the practice of using fake job ads to collect personal data can be litigable, but penalties and lawsuits serve only as a last line of defense against unethical employer practices.

– Such practices could be in violation of GDPR and other laws that protect personal data, labor rights, and consumer protection. When personal data is collected in a way that the respondent is not provided with complete and truthful information about the processing, its purpose, and the data controller, as is the case with fake job ads, it violates the principles of transparency and legality of data processing according to GDPR and similar data protection laws. If a company uses fake job ads to collect personal data without a real intention to hire, it can be considered deception. In accordance with general legal principles, as stated in the part of the law that says it is punishable to ‘mislead someone by false representation or concealment of facts’, such activities can be understood as fraud. This is particularly relevant if personal data is misused for unlawful financial gain, says Bajsić Bogović.

Mutual Responsibility

It is unnecessary to emphasize that employers must be transparent in their hiring practices, as well as that the collected data of potential job seekers are used solely for that purpose. However, the same responsibility lies with job seekers. The first step before applying for any ad, on verified advertising sites such as the MojPosao portal or the European EURES (European Employment Services), and especially on various social networks, is to verify the authenticity of the employer. If you have never heard of the company before, and its name and description sound suspicious, that is already a clear red flag that requires further investigation of the company, checking official websites and other social networks to see if the same ad has been posted there as well. Indeed, since social networks can be easily hacked, an ad may seem real even if it is not.

Furthermore, although questionable in authenticity, reviews from former or current employees on specialized employer review sites such as employer reviews such as Glassdoor in the global market and domestic Adorio and Joberty, specialized for the IT community, certainly help in uncovering more information about a potential employer. Special caution should be exercised when sharing personal information and data.

– We should not share overly sensitive data such as social security numbers or bank details in the early stages of application. A job interview, whether in person or via video call, can be a useful way to verify the company’s legitimacy, emphasizes Bajsić Bogović.

EURES notes that no serious company will ask you for bank account or card details, so never enter such information into online forms. Also, never respond to ‘job offers’ that request forwarding or sending money, and it is not advisable to call various phone numbers sent via email.

– One should be aware of warning signs such as requests for payment or unusually good job conditions that seem too good to be true. Using secure and well-known job search platforms can also help avoid suspicious ads. In case of suspicion that data has been misused, it is advisable to monitor financial and personal information for any unusual activities and consider setting up identity theft alerts, advises Bajsić Bogović.

Cyber Threats

A significant, perhaps the greatest, danger lurks if a recruiter asks a person to install some application to apply for a job. Cybersecurity experts warn that behind such requests are often scammers who can install malware on your smartphone or computer, steal your data, misuse it, or demand money in return through extortion. Yes, social engineering is also present in fake job ads, so it is important to know that real recruiters will never require the installation of any applications to apply for a job. Instead, they will contact you directly, either via email, phone, or schedule an online or in-person interview.

Thus, hiring will be safer and ultimately fairer when, on one side, potential employees take care of what ads they apply to, and employers, on the other side, are transparent in advertising job positions solely with the intention of hiring, that is, fully in accordance with the law.