Have you heard of quiet hiring?
Gartner recently released a blog post talking about “quiet hiring”. This term is rather new and can be a bit confusing at first glance, but simply put quiet hiring involves giving current employees more responsibility, sometimes outside their domain. It can sound a bit counterproductive, but it is seen as a way to reward hard-working employees with more responsibilities instead of hiring new persons.
The practice may sound a bit shady, and it is true that simply thinking of quite hiring as a way to increase one’s workload doesn’t sound right. However, it seems that companies use quiet hiring as a direct reaction to the “quiet quitting” movement.
If you are not familiar with this movement, quiet quitting is the term used to describe employees growing bored and tired of their work, who are not willing to work anymore and do the bare-minimum to go through their day. Quiet hiring does sound like a good measure in this sense; it would be helping employees to broaden their tasks and learn new skills while keeping the same position in the same company. However, it must be done properly. Employees can for sure benefit from quiet hiring, as long as they negotiate new conditions. As the name of this phenomenon implies it, quiet hiring is by definition… quiet. Which means the process can be slow and difficult to notice if you are not expecting it. The risk is for the concerned employee to end-up with the equivalent of two jobs with the contractual working time and wage of a single job.
This is why it is very important to negotiate from the start as it can become more and more difficult as time goes by and the number of tasks to be done increases. Do not be afraid to be assertive when it comes to expressing your boundaries and what you have the capacity to do.
The most important thing to negotiate, of course, are the new tasks themselves. Make sure you are satisfied by your new responsibilities and that they do not come alone. Depending of what is asked from you, a new title, a pay increase, a formation or any new perk you might need for the deal to feel fair can be negotiated. If it’s done properly, both parties can greatly benefit from quiet hiring. Hiring externally can often be costly, and giving more responsibility to a motivated and loyal workforce can be a good compromise.
Jordan Turner, Why Quiet Hiring is a Win-Win for Employers and Employees, 25.01.2023
Talent Sales Account Manager
Talented International – Artificial Intelligence Recruiting
Barcelona – Berlin – Dublin – Paris
Phone : +33 1 84 88 97 97
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