Following the trend of “quiet quitting,” a fresh workplace buzzword, known as “quiet hiring,” has emerged, demanding attention from both employees and employers.
Quiet hiring entails organizations harnessing the existing capabilities of their current workforce to acquire new skills, all without embarking on the recruitment of new full-time employees. This innovative approach has secured a spot among the “top nine work trends for 2023,” as identified by technological research and consulting firm Gartner.
Emily Rose McRae, the leader of Gartner’s Future of Work research team within their human resources practice, explains that quiet hiring empowers employers to maintain a stable headcount by channeling efforts into cultivating and advancing in-house talent. Furthermore, this strategy offers existing employees the opportunity to enhance their skill sets and explore novel tasks.
Recognizing the Practice of ‘Quiet Hiring’
Joy Pittman, the visionary behind HR services company HR for the culture, underscores the importance of observing subtle shifts in your work environment to identify the occurrence of quiet hiring. Gartner defines it as “the practice of an organization acquiring new skills without hiring new full-time employees.
” Two common methods companies employ are reallocating existing employees to new roles or expanding their duties through stretch assignments and upskilling opportunities. Gartner stresses that such changes should come with corresponding compensation or incentives like flexible hours, time off, or one-time bonuses. Ultimately, this approach enables companies to address pressing business needs.
Exploring the Benefits and Drawbacks
Quiet hiring, first and foremost, serves strategic, discreet hiring objectives. Pittman explains that this approach allows employers to discreetly target individuals possessing desirable skills and experiences, avoiding competitors’ attention and internal disruptions. For employees, this means they won’t be measured against internal candidates when being considered for new opportunities.
Conversely, this practice can hinder companies from tapping into qualified external candidates and may lead to internal turmoil. Pittman notes that employees might feel overlooked or undervalued upon discovering that the company is engaging in hiring without their knowledge, eroding morale and trust.
Furthermore, this approach might impede diversity and innovation goals, limiting the candidate pool and potentially stifling creativity.
Pittman cautions that some companies adopt quiet hiring without providing any form of compensation, leaving employees to work harder with hopes of future recognition.
If you find yourself in such a situation, she recommends promptly discussing your concerns with your manager and documenting evidence of your new responsibilities and added contributions. These tangible records will bolster your case for equitable compensation.
Leveraging Quiet Hiring to Your Advantage
To navigate this trend effectively, Pittman offers three key strategies:
Network Actively: Cultivate and nurture professional relationships within your industry or organization to increase your chances of being considered for unadvertised opportunities.
Showcase Expertise: Highlight your skills, accomplishments, and potential contributions to position yourself as an attractive candidate for undisclosed positions.
Express Interest: If you suspect quiet hiring is taking place, communicate your eagerness to take on fresh challenges and responsibilities.
Regardless of your organization’s hiring strategy, Pittman advises approaching career decisions thoughtfully and seeking guidance from reliable sources such as mentors or career counselors when needed.