Employers are likely familiar with “quiet quitting,” where employees put no more effort into their jobs than necessary, or “quiet firing,” where employers or managers slowly pull back employees’ duties instead of outright firing them. Now, there’s another phrase gaining traction in workplaces: “quiet hiring.”
Overview of Quiet Hiring – Quiet hiring is when companies upskill existing employees and move them to new roles or give them greater job duties to fit business needs. This often happens when an employee leaves an organization, leaving their role or responsibilities open. This strategy can be an efficient, cost-effective way for employers to snag in-demand talent without going through traditional external hiring channels.
Quiet Hiring Strategies – Whether they know it or not, many organizations already engage in quiet hiring. However, some are being deliberate about it and leveraging quiet hiring as a core component of their recruitment strategy. Consider the following ways that organizations are hiring quietly:
- Focusing on internal talent mobility to address business priorities
- Adding on new responsibilities to employees who are ready for more advanced work
- Moving employees—temporarily or permanently—into different roles or responsibilities
- Upskilling employees to meet organizational needs
Although internal mobility is often seen as a positive for workers, employers should keep in mind that some employees may interpret quiet hiring as being told that their regular job—what they were initially hired for—isn’t particularly important at the moment. As with other trends, quiet hiring will impact every workforce differently.
Looking for more discussion on this topic? Check out our recent HR Chat video where Rob and Jason discuss Quiet Hiring and how companies can implement new practices related to employee career paths.