Quiet Hiring Is On The Rise: What Is It And How Do You Prepare For It?

You might be familiar with “quiet quitting” and “quiet firing,” but have you heard of “quiet hiring”? It’s a new workplace trend that’s been gaining traction over the past year, and experts predict it will be a major force in staffing in 2023. But what exactly is it, and what does it mean for you?

It may be a popular buzzword, but the concept behind quiet hiring isn’t new. Quiet hiring is when employers fill talent gaps by giving current employees new or additional roles beyond their current job description, hiring part-time workers, or outsourcing. This workforce strategy is crucial for organizations preparing for an economic downturn and struggling to find available workers in the labor market.

According to Emily Rose McRae, senior director of research at Gartner, the driving force behind quiet hiring is the talent shortage. “It’s not just hard to find talent,” McRae told SHRM.

“In some cases, the talent is not there, or hiring takes so long that the business is seriously impacted. Hiring a data scientist can take six months or longer, for example.”

Organizations face a competitive hiring landscape, economic slowdowns, and pressure to keep costs down—all while trying to find and retain top talent with in-demand skills. Staffing budgets are mostly staying flat or decreasing, making it challenging for organizations to fill immediate needs. As a result, many are turning to quiet hiring as a creative alternative.

An advantage for employers everywhere

The benefits for employers are clear: quiet hiring is an efficient way to fill skills gaps without hiring additional full-time workers. It provides flexibility because resources can be deployed quickly against high-priority areas of the business.

Upskilling employees can increase retention, engagement, and productivity too. For example, some big companies use quiet hiring to identify internal staff already going above and beyond their job descriptions. Once employees prove themselves, they are more likely to get raises and promotions.

But what about employees?

While it can benefit organizations by filling skills gaps in a cost-effective way, quiet hiring may also frustrate workers who don’t necessarily want to transition to roles they may not be interested in.

Although quiet hiring may appear to only benefit employers, it can also be advantageous for employees who are asked to take on new roles. However, it’s important to clarify expectations and ensure that you’re not taking on more than you can handle, as burnout is a real concern.

Setting up success metrics with your manager can help you document your performance and demonstrate your value to the organization. It’s also reasonable to expect a pay increase if you’re taking on additional responsibilities, but if that’s not an option, negotiating for other benefits such as a bonus, flexible hours, or additional time off may be an alternative.

Additionally, it’s crucial to receive the necessary training and support to succeed in your new role. Tackling new assignments can expand your skillset, allowing you to become a more well-rounded, valuable employee. It can also provide opportunities to network with colleagues from other business areas and test the waters in a department that interests you. Excelling in a new job function that’s a step up can be used as leverage to negotiate a future promotion.