Related Posts
Rising Star
Additional Posts in Human Resources
Why People Are Quitting Their Jobs
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
That was just a preview…
Sign Up to see all discussions
Sign Up to see all discussions
- Discover what it’s like to work at companies from real professionals
- Get candid advice from people in your field in a safe space
- Chat and network with other professionals in your field
Sign up in seconds to unlock all discussions on Fishbowl.
"" is an unusual email domain. If correct, please proceed to the next step
Messaging rates may apply
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
New to Fishbowl?
Download the Fishbowl app to unlock all discussions on Fishbowl.
Share
Embed this post
Copy and paste embed code on your site
Preview
Download the
Fishbowl app
Scan your QR code to download
Fishbowl app on your mobile
Sign up for free to view this conversation on Fishbowl
Sign up for free to continue using Fishbowl
Messaging rates may apply
It happens.
Sometimes they would keep the job posted for at least 30 days after someone accept the offer. You never know how things might go. I have seen people who made it to the final rounds of interviews but rejected our offer because the job they really wanted came through for them.
It happens.
Just remember, they are not the only employer out there. While they search for candidates, you should keep looking for other jobs.
As a recruiter, this happens all the time. Often times job boards scrub ATS systems and repost automatically but also a lot can happen between final interview and offer. You could back out for example. It happens all the time so this makes sense to me.
True. I do keep the job open until the I have a solid pool of viable candidates. I then close the job, go through the interviewing process with those candidates and make an offer. We have been burned by candidates in the past, which may demand that we open it again, but not until our top candidates are no longer viable.
Chief
It absolutely happens, much to the annoyance of recruiters and HR people. Managers always want to "see some more" candidates rather than just make a freaking decision already. I'm constantly having to remind hiring managers that if they wait to see "just one more for comparison," they will lose the candidate they have and already thought was great for the job.
There's nothing "shady" about this; it's just managers who don't know how to select candidates.
It may not be a real opening. I’ve seen several postings where the interview process is actually used to get free advice on a job function they are not familiar with or to get information on their competition. There’s a university right now who has been posting the same job for the last two years. Thousands of PhD level applicants and no one is qualified? I know someone who applied to LinkedIn when the job was reposted for the tenth time. His first interview was with “peers,” The second interview was with other department peers. The third interview was to ask him more questions they forgot to ask the first time. All “how to” questions BTW. 😂. He spent 5-6 hours in interviews giving them advice and answers that he would otherwise be well compensated for as a consultant. The job was reposted this Friday.
I've had this happen also and I fear that this final interview is just going to be me giving them advice. I'm not here for the free labor at all!
We absolutely keep recruiting until a candidate accepts an offer. Many times the process will not work out- final decision maker rejects the candidate, candidate declines the offer, candidate ghosts the process....Sometimes a candidate even accepts and does not show up for their first day.
I have found that until the offer letter is signed and returned, I do not take anything for granted. I may want to hire you, but you could also be interviewing elsewhere and you may be considering several offers including our potential offer...potential, because references still have to be done etc. So, I do not close a posting, unless, I have way more qualified responders than necessary...and can go back to review those, if our offer is turned down or does not end up happening, I never take anything for granted.
My advice - don't sweat it!
Some of my managers have been "burned" in the past with candidates accepting, and later declining a job, before they start. Those managers keep the job open until someone starts. Others close once they have enough applications or they enter 2nd round interviews. I hate keeping it open. To me, once a job is in "final interviews" we should close the job. I stop sourcing applicants once I know they've entered 2nd round and will also warn new applicants that they are in 2nd round interviews - because I believe in transparency. Applying and interviewing is stressful! I don't want to add to that stress.
They are planning on getting rid of someone in similar role
They don't have anyone in a similar role. They just don't know how to be discreet. Maybe that's why they need me?
We leave things open and continue having phone screens basically up until the new hire's first day. You never know when people will fail a drug test, be courting multiple employers, or just straight up not show. I wouldn't take it personally, just precautionary.
This practice doesn’t prevent no‑shows — it creates them. When HR ghosts applicants for weeks, keeps roles open indefinitely, and treats communication like a luxury, people stop trusting the process. They needed work when they applied, not when HR finally circles back.
‘Don’t take it personal’ is patronizing. It’s not personal — it’s structural. HR built this mess, not the applicants.
The fact you can no longer see the forest for the trees...Speaks Volumes and only confirms what Ive watched for years!
While you sit on your hands, I'm the one they are sent to afterwards!
And the candidates hired are getting worse by the day!!!
Rising Star
Yes it does happen. I guess you should also keep looking your search.
Absolutely!
Some reposts are automatic. I never really take an ad down until someone is hired. I wouldn't read too much into it.
Non profits are different companies.
I had multiple interviews, received and accepted job offer, went though screenings and 3 medical visits for TB, physical, and blood work only to have offer pulled due to loss of funding.
I had checked a couple weeks later and position was not opened back up that I saw.
I do know a few companies that keep the post active until they have a signed offer letter with clearance to hire.
It's not shady, it's annoying, but not shady. They cannot assume that because they have 3 or 4 candidates going through interviews that any of the candidates will be the right fit.
So if they don't hire from the few that they choose, they will interview more people. For them, it is about finding the right candidate fit, rather than hiring for the sake of it. I think it is actually quite responsible to do this, they are not just bringing someone in, they are bringing the right person in.
Reposting a role during final interviews isn’t ‘keeping the pipeline warm’ — it’s a signal that the organization either lacks alignment, lacks confidence, or lacks transparency. None of those are good signs for a single open position.
I’ve been in HR long enough to know the difference between evolving practices and straight-up chaos. This trend isn’t innovation — it’s dysfunction that’s been allowed to grow unchecked. I’ve seen too much to accept this as the new norm. This is messy HR, and it’s spiraling.
Normally, this wouldn't be cool, but times have changed. This is happening all the time.
For one thing, it's a game to help the economy by posting jobs and make the economy look good. This isn't fair to candidates, but that's what is happening. Sadly.
It is. Is that the type of company you want to work for