What is “Quiet Hiring”, and why should you care?


    The awaited 2023 has finally arrived and it comes with its own distinctive features particularly in the workplace. The trend of quiet hiring will dominate 2023 in the U.S.

    According to Emily Rose McRae, an HR expert leading the research team at Gartner’s future of work, quiet hiring is when an organization acquires new skills without actually new full time employees.

    McRae further explains that this may involve hiring short term contractors or encouraging current employees to temporarily move into new roles within the organization.

    What is observable right now is that although organizations are not laying workers off or doing a hiring freeze, they are massively pedaling slowly when it comes to hiring. This is the recent reality in especially in 2023 when there are clouds of uncertainties as to whether the country will go through a recession or not.

    Employers must do what needs to be done to meet their financial goals no matter how tasking it may be and regardless of the hard decisions they have to make.

    In recent years the global community has continued to experience talent shortage especially post-covid with the rising popularity of remote jobs. Employers are in a tight box because they need talents desperately but unfortunately the current set up makes the quest for finding quality unengaged talent quite difficult.

    What exactly is responsible for the emergence and rising profile of quiet hiring?

    Employers search for new talents for three main reasons: to address an immediate need/vacancy, backfilling old roles, and creating new roles which it considers crucial for the company’s advancement.

    Quiet hiring springs from the urgency to address an immediate vacancy or need and this may not necessarily mean the company is bringing in new talent. What happens is that organizations are pressed to fill a vacuum for the most crucial departments even if this means current employees have to take on new roles temporarily. This particular pattern may be summed up as internal quiet hiring since it happens within the organization.

    This is however a double edged sword because while it may help employees get a better grasp of the operations of the organization where they work, it may also give them their ideas that their original roles may not be as relevant as they thought it was since they have been made to temporarily or permanently abandon their old responsibilities.

    To prevent this occurrence, management must ensure that employees are intimated on the importance of the project or department were roles are being and how the growth and success of the company hinges on making such decisions. This can douse employee’s tension and reassure them of the value they add to the organization.

    There is also “external quiet hiring” where organizations due to shortage of mobile employees resort to hiring short term contractors to fill important roles. The key here is to prioritize and consider roles in the organization that cannot be unfilled.

    How do you make the best of quiet hiring in 2023?

    We all agree that if we love our current job and its description, getting transferred to a new role we are not at all accustomed to is highly undesirable. At the same time we don’t want to sit back and employers business crumble because of shortage of workers. It is becoming clearer than ever many companies may crash in 2023 unless they resort to quiet hiring.

    For business making quiet hiring a thing in 2023 will require a clear articulation of why it is important for the business, employer and employees alike because employees must fully understand why this needs to happen if it will be successfully implemented. Help your employees understand and see the reasons for quiet hiring. It is easy to get the best from an employee if they understand why decisions such as quiet hiring is needed in an organization but the absence of this communication will produce unmotivated workers.

    For employees, the announcement of vacant new roles within the organization should be seen as an opportunity rather than a challenge. If you are interested in such roles, simply discuss your long term goals with the management as this may easily get you a promotion or a better deal at work. See it as an opportunity to present your aspirations and how assuming such a new role can help you grow your career.

     As originally reported in (https://www.cnbc.com/2023/01/04/gartner-hr-expert-quiet-hiring-will-dominate-us-workplaces-in-2023.html)