It is no surprise to acknowledge that it takes time for a talent acquisition company to secure talent, especially if the number of potential candidates is small, there is an urgent need to fill the position, or there is some pressure from the company’s higher authorities to keep costs low. A question for you: have you as a hiring expert conducted interviews after interviews?

As a matter of fact, if we ask any talent acquisition specialist, they will definitely entertain us with certain challenges they might have faced while identifying talent and recruiting for the job position. Recruiting takes time. It can be a long road that may or may not yield the desired results at the end.

All of this has resulted in the phenomenon known as “quiet hiring.” This is nowadays often mentioned along with all the other latest buzzwords, such as “quiet firing” or “quiet quitting.” The word “quiet” actually refers to something that promises the prospect of indulging new skills in your workplace by assigning current employees with new responsibilities and tasks. In some particular instances, this also includes hiring short-term employees to perform roles.

If we simply put it in words, “quiet hiring” happens when companies want to fill job positions or needs without actually hiring employees.

Although businesses require employees to fill certain roles, due to a lack of resources to hire new employees, they turn to contractors or current employees to take on new projects, indicating an example of quiet hiring. 

Quiet hiring occurs to meet an immediate need without burdening the company with new faces. It’s also known as a solution to provide short-term relief for companies. It can become a little more than challenging to use as a strategy in the long run, as work may become a significant burden for a single individual. However, it does not mean that quiet hiring will continue to be helpful in the long run. Hence, it needs to be utilized depending on the situation.

When economic uncertainty looms over your organization, Quiet Hiring is a great way to save time, money, and resources. Therefore, it is imperative to have a well-thought-out and comprehensive strategy. By identifying potential employees within your current pool, identifying the best way to engage them, and clearly explaining your plans for them, you can develop this strategy carefully. 

It has now become quite common for companies to implement “quiet hiring” in response to economic factors such as an increasing recession. With uncertainty in the economy in 2023, this solution will continue to grow.

A silent quitter meets the minimum requirements of their position without complaining. Rather than striving to climb the corporate ladder of success through exceeding expectations at work, “quiet quitters” place a higher value on preserving their well-being over advancing their careers.

What is the relationship between quiet hiring and quiet quitting? There is a complete contrast between the two. The concept of quiet hiring involves an employee filling gaps in the workflow by taking on additional, and perhaps even excessive, responsibilities.

As a result, quiet quitting will be at odds with quiet hiring since employees will do the least amount of work possible. Such inverse hiring strategies will need to be identified before organizations begin implementing them; otherwise, they may find that their efforts to save time, money, and energy have backfired.

Quiet hiring is a win-win for everyone if you do it correctly. Contact our placement consultants at robbertmurray.com