Are you quiet hiring in 2023?

Quiet quitting shook the corporate world when it infiltrated the zeitgeist in 2022. This year, experts are expecting employers to return to serve with the ‘quiet hire’.

 

What is quiet hiring? Is it good or bad news for employers? We unpack everything you need to know about the art of ‘quiet hiring’ and how it could be a game changer for your talent acquisition and retention.

What is quiet hiring?

Quiet hiring is the process of acquiring new skills without acquiring new staff. In a nutshell – it’s the process of promoting internally and investing in on the job upskilling, instead of hiring a new employee.

 

Where did quiet hiring come from?

It is a trend that has emerged in response to the quiet quitting revolution which saw employees unsubscribe from going above and beyond in their role. Employees effectively ‘quit’ doing more than the bare minimum demands of their role.

 

This year, employees are steering the trend in a new direction by rewarding employees with a commitment to excelling in their role. As skills shortages grow and the job market becomes increasingly competitive, employers are seeking to upskill their existing workers.

 

It takes time and resources to identify suitable employees to ‘quiet hire’, and then adequately equip them for their new role. And sometimes, it’s not always the right move for your talent needs.

 

Let’s unpack the pros and cons of quiet hiring.

How can quiet hiring benefit my business?

Quiet hiring is good for staff retention, but it can also act as a magnet for new talent acquisition. It shows candidates that there are strong growth opportunities within a company.

 

Quiet quitting emerged in response to employees feeling overlooked for exceeding the expectations of their role. On the flip side, quiet hiring communicates a commitment from the company to rewarding individuals who perform well in their roles.

 

A recent survey found 60% of millennials wanted leadership training from their place of employment. There is an increasing desire from employees to grow within a role and quiet hiring is quickly emerging as the solution.

 

Added benefits of quiet hiring include:

  • A cost and time efficient way to fill gaps in the business
  • A boon for attracting new employees
  • Increased productivity, morale, and engagement

When is quiet hiring not the answer?

We’ve explored the benefits of quiet hiring at length – but it’s not always the answer to filling gaps in the business.

 

In some cases, internal staff members may not have the skill set required for the vacant role – or the desire to move into it. Quiet hiring should not be a one size fits all to skill shortages. It should be applied on a case by case basis, depending on the existing skills and career objectives of your employees.

 

Some cases that quiet hiring may not be appropriate for include:

  • Filling a newly created senior role in the business that existing employees are not equipped for
  • The workload exceeds the capabilities of the existing workforce
  • Creating a new service offering in your business where existing staff have no experience
  • Filling a role that requires a niche skill set
  • You do not have the time to adequately upskill or mentor your employee for the increased responsibilities
  • You want to look beyond your workforce’s existing expertise
  • You want to source a particular talent

 

In each of these cases, an external hire would be the appropriate resourcing choice.

How to quiet hire effectively

Quiet hiring is not the process of lumping higher responsibilities on an employee, without compensating them accordingly. Any increase to, workload or responsibility should be reflected by a change to position title and remuneration. It’s worth establishing an internal ‘mobility’ policy which outlines the process of internal promotions or lateral movement.

The key to effective quiet hiring involves:

  • Identifying the right person for your role – the individual should be capable of taking on increased responsibility or any associated leadership responsibilities
  • Ensuring the employee has an interest in moving into the new role
  • Providing adequate induction, training, or upskilling to prepare the individual for the new role
  • Establishing an agreed upon compensation for the new role
  • Clearly articulating the expectations and KPI’s associated with the new role
  • Engaging in open dialogue with employees about any potential ‘quiet hiring’ practices and opportunities

If you’d prefer to leave the hiring to the experts, we know the perfect people for the job. Drop us a line to hear more about how we can send the perfect candidate right through your door.

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