How to handle 'quiet hiring'

A new year and a new workplace trend — quiet hiring. It’s the latest buzzword in workplace trends and was even declared 1 of the 9 workplace trends of the year by Gartner. On the surface, quiet hiring seems like another “quiet x” term being touted by news outlets or made famous via TikTok. But this is not a “new” trend; it’s just a shiny new name for a practice that many companies have been doing for years. Google’s used this strategy for years to identify the “brightest minds” within the organization and move them into open positions. Quiet hiring, simply put, is hiring internally-which is a smart strategy. It eliminates the hefty costs of hiring (which SHRM says costs nearly $4,700 per position) and solves labor shortages. So, what’s different then, and why all the attention?

According to the U.S. Department of Labor, the talent wars we experienced in 2022 will continue into 2023, with over 10 million jobs still open and not enough workers to fill them. Quiet hiring could be the correct strategy to win the war for your organization. If done the right way, employers can show the trust and value they have in their employees, retain high producers, and fill job openings within the organization.

Every office (remote or in person) is a treasure trove of talent and untapped potential. So it’s the leader’s responsibility to identify talent and ensure that it is used in the most impactful ways for both the organization and the employee. If you are considering utilizing quiet hiring in your organization, it’s important to communicate it to your team in a way that feels honest, transparent, and mutually beneficial for both the employer and the employee.

We have experienced so much change and uncertainty in the past three years, and more keeps coming, with talks of a looming recession and massive layoffs announced daily. The truth is most people are still reeling from years of massive change. Leaders’ decisions and actions should always be intentional with transparency, especially in these times of uncertainty. Be real about the circumstances of the role change, whether it’s needed for growth or survival. Sharing openly and vulnerably will help your employees understand the move and see how it will be applied to their careers and wellbeing. Create a space for the employee to share how they feel about this change while actively listening with an empathetic ear.

One benefit of quiet hiring for the employer is they are putting someone familiar in a much-needed position. You know their strengths and weaknesses, their work ethic and commitment, and what they need to be successful, whether it’s flexibility, strong guidance, or balance. Employees feel valued because you place them in a role that will give them more opportunities and help them grow their skills.

Quiet hiring might sound like the answer to all your hiring challenges, but there are some things to consider before jumping on this trend. Some organizations don’t have a large talent pool to pull from, but that doesn’t mean they will have to sacrifice one position for another. Consider hiring gig workers. According to HBR, approximately 150 million people in North America and Western Europe are part of the gig economy, and many have the skills to compete in knowledge-intensive industries and creative roles.

Hiring internally should not come at the determinate for your existing DEI&B efforts. Moving employees into different roles can cause resentment and shine a light on already existing issues around diversity, equity, inclusion, and belonging. Ensure opportunities are given to everyone with the qualifying skills needed for the open role.

While it is true that employees are looking to their employers for more than just a paycheck, they still expect to be paid for their work. After all, “we’ve got bills to pay, mouths to feed, nothing in this life is free.” When assigning someone to a new role, consider whether the position pays more than their previous one or if more time will need to be allocated to get the job done. If the answer is yes, offer a raise, bonus, or extra time off to compensate them and show gratitude for their willingness to take on a new challenge.

Lastly, be weary of toxic positivity when discussing quiet hiring. If you are “selling” this new role to your employee by only acknowledging how it benefits the company, and they should “take one for the team” without recognizing the anxiety or challenge that comes with taking on a new role, then you are in a dangerous position of using toxic positivity to get what you (the organization) want and need with little to no consideration about what in the best interest of the employee.

Related: Quiet firing: The new noise in workplace trends

Quieting hiring has been a common practice for years and will likely continue far into the future. When done with transparency and clarity and is mutually beneficial, it can keep the best minds (and hearts) in your organization without sacrificing productivity, profits, and people.