Quiet Hiring: A Cost-Saving Recruitment Trend

Are you finding it tough to complete business objectives because you either don't have enough skilled people or your team doesn't seem motivated? Gartner, a research company, has come up with a new framework to deal with this situation, called "quiet hiring". This trend comes from a surge of a lot of people doing something called "quiet quitting" this past year. 

"Quiet quitting" involves employees only doing the very basic job duties and nothing more. They just meet the minimum requirements and don't put in any extra effort. Gartner says that to counter this, HR professionals should use "quiet hiring." It's a way to improve your workforce without hiring additional employees.

If you've been struggling with people not doing their best at work, "quiet hiring" might be a way to make things better. It supports your employees in becoming more skilled and motivated and helping your business succeed without having to hire more people.

Quiet hiring is a way to meet demand without a full-on hiring spree.

The basic idea behind "quiet hiring" is finding ways to meet work demands without hiring new employees. It involves expanding your existing staff's current capabilities and skillset without the cost and challenges of bringing in new hires. "Quiet hiring" is an umbrella term that can incorporate a number of strategies and tactics, such as:

• Putting more focus on internal talent mobility.
• Improving the skills and capabilities of existing employees.
• Rewarding employees who do go above and beyond.
• Leveraging gig workers and contractors to a greater degree but only as needed.

Gartner research expert Emily Rose McRae told CNBC that these tactics can benefit both employees as well as employers. Employees feel valued knowing there are opportunities to advance their careers and how they contribute to the overall business success.

On the other hand, employers are able to move employees to the most critical functions while expanding their skills and capabilities. To gain employee support for quiet hiring, McRae suggests selling workers on the benefits it offers to them. By clearly conveying both employee and business benefits, you can encourage employees to embrace this approach. 

"This is a really good chance for employees to sit down and say to their managers, their HR people, and to the company as a whole, 'Yeah, I'm willing to do this. Let's talk about what this means for my career,'" she said.

Recognize and reward your most valuable employees.

In some ways, the difference between quiet quitting and quiet hiring is whether rewards and incentives come earlier or later. A “quiet quitter” might be saying they want the incentive before they’ll be willing to increase work responsibilities. On the other hand, a "quiet hire" is usually recognized and rewarded for their efforts after they've shown the ability to step up.

It’s important to understand that quiet hiring doesn’t necessarily mean a zero-cost way to get added capacity. Instead, it's a way to address growing demand at lower costs compared to the entire recruitment and hiring process. At the same time, it serves as a way to recognize, engage, and support your most valuable employees. 

Neither quiet quitting nor quiet hiring will solve underlying workplace problems.

Nevertheless, it's important to clarify that "quiet hiring" should not be misunderstood or misused. It should not serve as a way to bypass employees who only do their basic job duties and nothing else. A healthy work-life balance and fair compensation are both key pillars of any successful employee retention and engagement program.

A business that attempts to get extra effort from employees without rewarding them in return will only wring out their employees. Ultimately resulting in employees having nothing left to give. Productivity will suffer, morale will fall, and the risk of turnover will rise. Businesses that treat their workers as replaceable commodities should not surprised when they find themselves repeatedly replacing their employees.

Instead, consider "quiet hiring" as a part of a larger strategy. This strategy aims to build a healthy workplace and cultivate a positive relationship between the employer and its workforce. It’s a potential answer to "quiet quitting" as a tactic for creating a win-win scenario where everyone benefits.

Key Takeaways

If you're facing challenges in getting work done due to employee turnover or disengaged teams, the concept of "quiet hiring" offers a strategic framework to address the challenge. It emerged as a response to the increasing concept of "quiet quitting", where employees limit their efforts to basic tasks.

Quiet hiring is about meeting demand without hiring additional employees. It means finding ways to expand the capabilities and skills of your existing employees to fulfill the business needs. All while avoiding the cost and challenges associated with new hires. 

Quiet hiring isn't a cost-free solution but offers a more cost-efficient way to meet growing demands compared to traditional processes. It also helps recognize and support a business's valuable employees. However, it should not serve as a way to bypass employees who only perform basic duties.

Remember that a healthy work-life balance and fair compensation are vital for employee retention and engagement. Ignoring these aspects can lead to reduced productivity, lower morale, and higher turnover rates. Instead, consider "quiet hiring" as part of a broader strategy to create a positive workplace and benefit both employees and employers.

At CoAdvantage, a trusted Professional Employer Organization (PEO), we dedicate our services to assisting small and medium-sized businesses. Our expertise encompasses various HR functions, such as HR management, payroll processing, employee benefits, and more. If you're passionate about growing a thriving workplace that efficiently reduces "quiet quitting", we invite you to reach out today. Let's work together to improve your hiring strategies and overall HR efficiency.