Here comes the latest workplace trend “quiet hiring” – Ring a bell or two? You’re not alone.
In this article, we’ll delve into the concept of quiet hiring, its connection to other quiet trends, and how employees, jobseekers and employers can all benefit from it.
What is ‘quiet hiring’?
In a few words, quiet hiring refers to a hiring strategy companies are using to fill their talent needs without bringing on more full-time employees. It has become a popular quick-fix due to the dwindling staff budgets and companies’ ongoing struggle to find the right candidate.
Typically, companies either shuffle around current employees to other roles or invite them to take on additional tasks. Alternatively, they hire temporary contractors or rely on employee referrals.
Quiet quitting vs quiet firing vs quiet hiring
With these silent workplace trends making waves in the business world, it could be surprising to find out what the “quiet” trios have most in common is probably the literal use of the word “quiet”.
To recap, quiet quitting is when an employee rejects going above and beyond in their work and only fulfills what is outlined in their contracts. Meanwhile, quiet firing is when an employer or a manager subtly undermines an employee in the hopes that the employee will voluntarily resign. It’s effectively a new moniker for workplace bullying.
That said, in a way, quiet hiring ties the two together. First, quiet firing is the opposite of quiet hiring. Instead of discouraging and gaslighting employees, leaders attuned to the quiet hiring trend can empower and retain employees.
Second, quiet hiring is a potential long-term solution for quiet quitting. When employees quiet quit, it’s often because they feel burned out, unfulfilled, or not appreciated at work.
By giving them new responsibilities and challenges, as well as offering them attention, support and resources, they might be able to rekindle their passion. This is also an opportunity for employers to reward, grow and retain top performers who might have been hungry for more responsibilities!
Read more: Everything you need to know about quiet quitting
How can employees tap into this trend?
At first glance, this can sound like a benefit for employers only. However, it’s actually a huge opportunity for employees. At the bare minimum, you can acquire new skills for free and explore other business areas you might excel in. The best case would be a promotion or a raise.
Before agreeing to your new duties, make sure you’re not exploited and have all the resources you need to prevent burnout. Sit down with your manager to clarify the job scope and expectations, and ask for training and support you might need.
While you might not see instant rewards like a raise or a promotion, there’s no need to get discouraged. Set goals and success metrics with your manager, and keep track of your achievements. You can use them to negotiate a salary bump when the opportunity arises.
Jobseekers, this is your sign to shine!
Now is a perfect time for those of you who haven’t found your next job yet. There’re currently 91,445 advertised contract roles available on Adzuna, advertising an average salary of $47,921. The sectors offering the most contract roles are Science & QA (25,586 advertised jobs), Healthcare & Nursing (14,914 jobs), and IT (7,778 jobs), with open roles including registered nurses, market researchers, and developers. Meanwhile, some of the notable employers looking for contract workers include Amazon Flex, EY, KOHLS, and SAP.
Employers: The dos and don’ts
For employers, quiet hiring saves you money, time and resources, and it can potentially improve employee retention and productivity. However, if it’s not done right, you may risk losing your talent and damaging your brand. Here are the dos and don’ts for you to optimize quiet hiring:
Dos:
- Be transparent about the plan, e.g. whether this is a short-term fix or a long-term solution
- Offer learning tools and mentors to support an employee’s learning needs before they ask for them
- Regularly check in with them
- Acknowledge that employees are in no way obliged to take on additional work
- Recognize their efforts and reward them whenever possible
Don’ts:
- Take advantage of employees
- Make empty promises such as guaranteeing a promotion or a raise
- Be unprepared if your employees ask for remuneration
- Assume they enjoy the duties just because they’re doing a good job
- Forget to give opportunities to remote workers, alongside those in the office
Looking for your next contract role? Try our filter to look for contract roles.