You’ve found our ultimate guide on quiet hiring.
Quiet hiring is a strategy companies use to increase efficiency and productivity without recruiting new talent. Examples of quiet hiring include assigning current employees new tasks or organizing training sessions outside their job description. The purpose of quiet hiring is to cut costs for new employees, increase productivity, and upskill existing staff.
Quiet hiring is a direct response to quiet quitting and is an employee retention strategy. This ultimate guide on quiet hiring is similar to our other guides, including employee engagement strategies, leadership styles, and open-door policies.
This article includes:
- what is quiet hiring?
- what are the reasons for quiet hiring?
- what are the benefits of quiet hiring?
- what are examples of quiet hiring?
- quiet hiring tips
Let’s get started!
What is quiet hiring?
Quiet hiring is when companies get new skills for improved performance without hiring new employees. Quiet hiring started after what many call “quiet quitting,” where employees only carried out tasks within their job description without putting in extra effort. Employers have employed quiet hiring as a counter to this problem. This ultimate guide provides detailed insights into quiet hiring’s uses, pros, and cons.
With a sudden increase in layoffs and the cost of recruitment, employers are finding new ways to increase efficiency without incurring costs. With the quiet hiring process, companies evaluate employees’ performance. Then, firms assign new tasks to workers already taking on more responsibilities or those performing below their job description. For instance, an employer can train a talented marketer with knowledge of social media management to take up the role. If the employee performs well in their new role, then the company can decide to promote them or increase their salary. With quiet hiring, the company outsources the underperforming worker’s tasks to others who seem capable of handling them.
According to Glassdoor, the average US employer spends about $4,000 and 24 days to hire a new worker. Quiet hiring is a more efficient way of utilizing existing talent to improve output. Yet, employees have mixed feelings surrounding the concept of quiet hiring. Some believe this approach is a perfect opportunity to learn more skills, while others believe it is an exploitative strategy. If you are looking for ethical ways to incorporate quiet hiring as a recruitment strategy, then this article offers useful tips to guide you through the process. However, it is important to understand the reason for quiet hiring first.
What are the reasons for quiet hiring?
Quiet hiring is becoming more popular, and for good reason. Companies are experiencing the effects of an economic downturn and a huge turnover rate. Quiet hiring is a business strategy that helps cut recruitment costs and replacement rates.
Aside from countering quiet quitting, other reasons for quiet hiring include:
- Tough economy: You can term large companies with massive earnings implementing quiet hiring as exploitative. However, small businesses struggling to improve output with few employees can not afford to hire new workers in an economic downturn. Hence, cutting costs could be a valid reason for quiet hiring.
- Productivity decline: A smart employer knows that increased productivity equals increased profits. Therefore, quiet hiring is a logical strategy if there is a decline in labor productivity. For example, suppose an employee refuses to put extra effort into their tasks for excellent results. In that case, it only makes sense that the company outsources those tasks to an efficient employee to increase productivity.
- Fill skill gaps: If a company discovers new skills valuable to its success, then it makes sense to train internal employees to fill them immediately. The result is minimal cost and qualified employees.
- Minimize hiring risks: Although the hiring process is strict and calculated, making mistakes in the hiring process is sometimes inevitable. Hiring the wrong employee is perhaps one of the biggest risks of recruitment efforts. Therefore, most companies resort to quiet hiring because there is more trust between the employer and existing employees. The company has already vetted existing employees regarding qualifications, skill sets, and character. Hence, most employers would rather work with an employee they already know than one who might be incompetent.
Many companies are adopting quiet hiring since it is a cost-effective recruitment strategy.
What are the benefits of quiet hiring?
Suppose you are still determining whether quiet hiring is a smart or exploitative HR strategy. In that case, it might interest you to know that this process has several benefits for employers and employees. The benefits of quiet hiring include the following.
Benefits for Employers
1. Helps Meet Immediate Business Demands
Quiet hiring helps employers address immediate business needs without a decline in labor by assigning new roles to existing employees. Labor decline is bad for business, so companies train top-performing employees or assign new tasks to avoid lapses affecting the company’s performance.
2. Reduces Employee Turnover Rate
This HR strategy helps reduce employee turnover by creating upskilling opportunities for existing employees. Employees invested in improving their skill set will leverage these opportunities, especially if they will likely gain raises or promotions. Hence, there is an increase in employee retention and engagement.
Learn more about employee turnover.
3. Recognizes Top Performers
Quiet hiring also enables companies to identify the top performers and recognize their efforts. These employees comprise those willing to go far beyond, even taking extra responsibility to ensure the company’s success. As an employer, you can reward these efforts and encourage better efficiency by offering the worker a promotion or salary increase.
Here are more employee recognition program ideas.
4. Saves Costs and Time
The cost of hiring new full-time employees can be prohibitive. Job postings on different platforms, training, and onboarding processes consume many financial resources. There is also the problem of additional costs that arise as a result of staff shortage. Many employers find that quiet hiring saves time, money, and resources since you do not have to seek out new talent. Quiet hiring ensures you utilize your limited staff without expanding your payroll, especially in tough economies.
Here are more cost-saving ideas for companies.
5. Improves Work Output
Employers benefit from quiet hiring because it increases productivity among your employees. If you offer the possibility of promotions or pay raises, then your employees will jump at the prospect. These employees will likely work twice as hard to ensure you pick them when the opportunity presents itself.
Here are more ways to improve employee productivity.
Benefits for Employees
1. Boosts Your Resume
If your company is hiring, then it is a perfect opportunity to boost your resume as you expand your skills. When you have to find new job opportunities, an impressive resume with the right skill sets distinguishes you from other candidates. Hence, you have a better chance of securing the role because you are more marketable.
2. Creates Room for Upskilling and Career Growth
No matter how qualified you are as an employee, you should open yourself to gaining more knowledge. Quiet hiring is a perfect opportunity to learn new and valuable skills and gain unique experience. The strategy will boost your resume and help with career growth, even if you have no plans to quit your current job.
3. Provides Opportunities for Promotions and Perks
Contrary to what many believe, quiet hiring comes with an opportunity for promotion, pay raise, and other perks. Some employers may offer paid time off, vacations, flexible working hours, and medical benefits. These benefits serve as the right source of motivation to increase employee engagement and efficiency.
4. Teaches Adaptability
Adaptability is essential in any organization. Quiet hiring teaches employees adaptability skills, especially as they transition into new roles. Many employers value employees who are flexible and can adapt to these changes. When you are adaptable, you spend less time fussing over changes and slip into the new routine. An adaptable employee also shows that they have the right analytical skills to take on new roles, analyze situations, and leverage new technologies, which are important qualities many companies look for. This way, you become an indispensable part of any organization you find yourself in.
What are examples of quiet hiring?
Sometimes, quiet hiring can be tricky to spot in the workplace.
If you are not sure how quiet hiring presents itself, then here are examples of quiet hiring:
- Your employer starts to assign new tasks and responsibilities outside your job description.
- The company assigns you these new tasks with the promise of a new replacement, even though they are yet to make a job posting for the vacant role.
- Your employer tells you to undergo a skill development program or training workshop with claims that it is a growth opportunity for your career.
- The company transfers you to another department with claims that the department would do well with your “expertise.”
- You get an increase in salary, bonuses, more flexible working hours, and even a promotion soon after you start to get more tasks and responsibilities.
These are some examples of quiet hiring to watch out for. If you are experiencing one or more of these listed examples, then you may be dealing with quiet hiring. The only option left is to speak about this new position and what it means for your career. If you are not satisfied with the answers you get, then you can choose to explore other job opportunities.
Quiet hiring tips for employers
Although most individuals see quiet hiring as an exploitative human resource strategy, it can be a win-win situation for employers and employees with proper execution. Here are some useful tips for employers looking for ethical ways to incorporate quiet hiring into their business processes.
1. Communicate with Employees
Quiet hiring can be risky, so you must communicate why you must incorporate this hiring strategy with your employees. Communicating with your employees builds trust because they do not have to worry about job security. Communication also lets workers know they are valuable to your company, making it easier for employees to agree to accept the new offer.
Here are more internal communication tips.
2. Have a Hiring Plan
If you want the quiet hiring process to be a success, then you should have a hiring plan that helps you choose these employees for their new roles. Be sure to select candidates capable of handling extra tasks beyond their job duties. On the other hand, you do not want some of your employees to feel sidelined. These employees may wish to take on more responsibilities but do not show it because they need to figure out how to communicate their needs. If workers feel less productive or overworked in their new roles, then they could seek new jobs, which can be catastrophic to the company’s performance.
3. Provide Adequate Support
If you assign more tasks to your existing employees, then it only makes sense that you provide all the support they need to excel in their new roles. For example, you could invest in the necessary training programs, resources, and materials. You can also provide study materials, instructors, and guides to help employees learn instead of expecting them to train independently.
4. Offer Benefits or Perks
Employees will be more willing to take on new responsibilities if they know they stand to benefit from these extra tasks. You should offer benefits like a salary raise if you can afford it. If the company is low on funds, then you can provide a one-time bonus, especially if the new role is temporary. Another practical benefit an employer can offer is paid time off. Since employees take on more tasks than they originally signed up for, paid time off is a logical reward. This reward gives your workers time to destress and lets them know you appreciate their hard work. Medical benefits are another welcome reward. Your employees may feel overworked if they take on new tasks, so they will appreciate medical benefits.
Read more about employee incentive ideas.
Quiet hiring tips for employees
Employees can also leverage quiet hiring for their benefits. Here are quiet hiring tips for employees willing to take up new roles and responsibilities.
1. Get Clarity on the New Role
If you are confident your company is quietly hiring you, then seek clarity on the new role and how it helps your career. No one wants to overwork for minimal pay. If your employer offers you a new role within your company, then ask the HR manager what the new role is, the job description, and if you need to carry over tasks from your current role. It would help if you had a clear understanding of what the new role requires so you do not agree to a position that eventually leaves you drained and regretful. Clarifying the tasks in the new role also gives you an idea of how to negotiate the benefits if you agree to take it.
2. Negotiate Your Terms
If you will be taking up more than your job role entails, then negotiating your terms is a logical step. It would be best if you asked for a pay raise, bonus, or perks associated with the new role without fear. Any smart employee knows that quiet hiring saves the cost of hiring new workers. Therefore, you should request compensation for taking the role. If your company lacks funds, then you can request extra support to help you perform better. When you negotiate your terms, you ensure you can handle tasks and receive appropriate compensation.
3. Update Your Resume
Quiet hiring allows you to upskill and expand your knowledge on the job. It would be best if you did not let this opportunity go to waste, so updating your resume with all you have learned in the new role is advisable. These skills and experience will boost your resume and make you more marketable. If you ever decide to look for a new job, then your resume will give you an edge over other applicants.
4. Offer an Alternative Solution
You can decline if the quiet hiring requirement appears exploitative or is not within your ability. However, your employer may choose to fire you if you prove dispensable. Hence, you must be tactical in such situations. One essential tip is to proffer an alternative solution if you think one exists before declining the offer. For example, you can recommend a colleague you think would be a better candidate for the role.
Conclusion
Challenging economic situations and an increase in turnover rate are having a massive effect on companies, hence the need for quiet hiring. At first, it is easy to view quiet hiring negatively. However, this business strategy effectively allows employers to keep their company afloat while minimizing costs and retaining top performers. This article provides valuable insights into this strategy and how employers and employees can benefit from it.
For more guides, check out our articles on the bare minimum Mondays trend, management vs. leadership, team building methods, and employee journey mapping.
Grace He