**Cyprus Job Market: A Closer Look at Vacancies and Ghost Jobs**
In the first quarter of 2026, Cyprus employers reported a total of 13,905 job vacancies, indicating a robust labor market, according to the Statistical Service of Cyprus (Cystat). However, this figure raises questions about the authenticity of job advertisements, particularly in light of the growing prevalence of "ghost jobs"—positions that remain listed despite being filled or no longer actively recruiting.
The largest number of vacancies was found in the wholesale and retail trade sector, with 2,649 positions available. This was followed by the accommodation and food services sector, which reported 2,189 vacancies, and the construction industry, which had 1,997 openings. Other sectors, such as professional, scientific, and technical activities, accounted for 1,086 vacancies, while telecommunications and computer programming services recorded 530 positions.
Despite the high number of reported vacancies, the unemployment rate in Cyprus has seen a decline from 5% to 4%, leaving approximately 21,246 individuals without work. However, this positive trend is not mirrored among younger job seekers. Unemployment for those aged 15 to 24 rose from 11.2% to 13.1%, highlighting a challenging landscape for new entrants to the job market. This demographic tends to rely heavily on online job platforms and social media for job searches, making the presence of outdated or misleading job advertisements particularly detrimental.
Cystat employs a strict definition when compiling its vacancy statistics. A position must be newly created, unoccupied, or about to become vacant, with the employer actively seeking candidates and intending to fill the role promptly. Ghost jobs, on the other hand, do not meet these criteria. These listings may remain active due to various reasons, such as the position being filled, recruitment being frozen, or employers having no immediate plans to hire.
International data suggests that the issue of ghost jobs is significant. A hiring platform, Greenhouse, reported that between 18% and 22% of job postings are classified as ghost jobs during a typical quarter. Furthermore, three in five candidates believe they have encountered at least one ghost job in their job search. Companies may keep these adverts active for several reasons, including collecting CVs for future use, gauging the availability of specific skills, or simply maintaining a visible recruitment presence. In some cases, job advertisements are automatically renewed even after the vacancy has closed.
The rise of artificial intelligence (AI) in the recruitment process has accelerated the pace of job applications but has not necessarily improved the quality of hiring. According to Greenhouse data, 38% of candidates reported mass-applying for positions, while recruiter workloads increased by 26%. This has led to a situation where applicants can produce numerous tailored cover letters in a matter of minutes, while employers can filter applications just as rapidly. This dynamic creates a disconnect, leaving many candidates applying for vacancies that may no longer exist.
Frustration among job seekers has been voiced on platforms like TikTok and LinkedIn, where career advisors such as Erin McGoff and Jonathan Javier recommend that applicants verify the posting date of a job, check for the listing on the employer's official website, and question roles that have been reposted for extended periods without any appointments being made.
In addition to ghost jobs, Cyprus has also seen a rise in recruitment fraud. The Cyprus Police reported in February that they received complaints regarding unsolicited messages on social media from fraudsters impersonating companies and offering jobs with unusually high salaries. These scams aim to extract money or personal information from unsuspecting applicants, often directing them to unfamiliar links.
To combat these issues, applicants using private recruitment firms in Cyprus have specific protections. Agencies must be licensed and are prohibited from charging employees any fees for finding or securing employment. The state’s employment service also provides free access to registered vacancies and assists employers in finding suitable candidates through district labor offices and an online platform.
As the job market continues to evolve, other jurisdictions are taking steps to enhance transparency in recruitment. For instance, since January, certain employers in Ontario are required to disclose whether a publicly advertised role represents an existing vacancy and whether AI will be used in the hiring process. Similarly, New York lawmakers have passed legislation mandating businesses to confirm their intent to fill advertised positions and provide a recruitment timeline.
The European Union is also focusing on the technology used in recruitment, with the EU AI Act classifying systems that target job advertisements and evaluate candidates as high-risk. However, these regulations will not require employers to confirm the availability of advertised positions, leaving applicants to conduct their own due diligence.
In conclusion, while the reported job vacancies in Cyprus indicate a strong labor market, job seekers must navigate the complexities of ghost jobs and recruitment fraud. As the landscape continues to change, both applicants and employers may benefit from increased transparency and clearer communication regarding job openings.