In the past couple of years, companies have slowed down on hiring employees externally through traditional hiring methods. Rather, business leaders are electing to utilize quiet hiring, a trend that has recently gained mass popularity. Quiet hiring is a process in which a company seeks to fill a position without publicly advertising it. Instead of posting job listings to the public, quiet hiring is often done through referrals, headhunting, and other discreet tactics. In this blog, we will take a look at the quiet hiring trend and how it can be advantageous to your business.
What Exactly is Quiet Hiring?
Quiet hiring is an internal strategy focusing on re-deploying and re-skilling existing employees to create opportunities for new roles to fit business needs. It’s proven to be an efficient, cost-effective method for employers to snag in-demand talent without spending time on external hiring channels.
Organizations, like your own, may already internally identify and reward current workers who consistently exceed expectations and deliver quality work. But forward-thinking companies utilize quiet hiring most effectively to identify their own peak performers and retain their top talent.
Is It Related to Quiet Quitting?
If you work in human resources, you’ve most likely heard of the term “quiet quitting.” This is when employees put no further effort into their jobs than necessary. Another trend that has grown in recent years is quick quitting. Both of these methods of quitting became prevalent during the COVID-19 pandemic and created even more uncertainty for employers during hard times.
In response to employees not giving their best effort or quitting abruptly, employers started utilizing the quiet hiring method. This has allowed business leaders to reward employees who are committed to the company and save money by avoiding external hiring processes.
Advantages of Quiet Hiring
Quiet hiring has more benefits than just being cost-effective and allowing you to keep your top talent. Employers who conduct quiet hiring practices can experience advantages such as:
- Improved quality of hires: Quiet hiring allows companies to select candidates who aren’t actively seeking a job. These candidates may have unique skills and experiences that aren’t commonly found in the applicant pool. Since they are not looking for a job and are being rewarded for past accomplishments, they may be more committed to the role and the company.
- Significant time saved: Traditional hiring methods, like posting job listings on job boards, can be time-consuming. Quiet hiring, on the other hand, can be a much more efficient process that drastically reduces the amount of time looking for talent. By leveraging existing networks and using referrals, companies can save both time and money on recruiting.
- Confidentiality: Some companies prefer to keep their hiring processes confidential, especially when looking to fill senior or executive positions. Quiet hiring allows companies to avoid publicizing new hires which is effective for companies that want to maintain privacy and confidentiality.
- Competitive advantage: One of the greatest benefits of quiet hiring is that companies can gain a competitive advantage by identifying and hiring top talent before competitors do. This is especially important in industries where talent is in high demand and difficult to attract.
While it may not be appropriate for all hiring needs, quiet hiring offers organizations an array of different advantages.
How Employers Can Quiet Hire
Many companies already engage in quiet hiring without even being aware of it. However, many companies such as Google are deliberate about it and already leverage this method as a core component of their recruitment strategy.
Quiet hiring is rising to the top as an effective way for employers to work with the talent pool they already have and make adjustments to meet organizational goals. Consider the following tips for how employers can use quiet hiring practices:
- Focus on internal talent mobility, moving employees—temporarily or permanently—into different roles or responsibilities
- Upskilling employees in roles that they exceed at
- Leveraging short-term contractors or gig workers to bring in additional talent and support
Although internal mobility is often positive for workers, keep in mind that some may perceive it as being told their regular job is no longer important. Be transparent with your employees about re-deploying strategies and ensure their hard work is being recognized and rewarded.
Retain Your Top Talent While Saving on Expenses
As we go further into 2023, we will see more employers use quiet hiring strategies within their organizations. Doing so will allow them to keep their top talent while saving money on external expenses. Our team at Alltrust Insurance can help you foster a strong and effective organizational culture to drive success. We specialize in providing group benefits, HR services, and cost management strategies. When you work with us, you can have peace of mind knowing you’re getting the highest quality of coverage for your buck. For more information on our services, please contact us today to set up an appointment.