By Mary E. Corrado, courtesy of SBAM Approved Partner ASE
In recent issues of EPTW we’ve covered quiet quitting and quiet firing, and now I’m hearing about the newest recruitment trend – quiet hiring.
Quiet hiring is geared mostly towards the promotion of internal employees. It focuses on those employees going above and beyond and even taking on some duties of the job they want – not just the one they have. Can you guess who is missing out on these quiet hiring opportunities? Yep – quiet quitters.
One major employer currently using this strategy is Google. However, they use it to fill positions with external candidates as well. Google selects a hiring committee that consists of a panel of five or six Google employees. The panel reviews and scores applications and creates a “candidate packet” that boils down to five key aspects, each of which is given a score between one and four. Two of the five aspects are employee referrals and internal references.
Quiet hiring benefits employees who strive to get ahead in the organization. It puts their career path a little more into their own hands.
Employers benefit too. Advantages to employers include:
- Reduced time to hire
- Reduced recruitment cost
- Reduced onboarding time
- Increased employee engagement
- Increased employee recognition
- Increased employee retention
If you are looking to do more quiet hiring, be sure to educate your managers. Encourage managers to think of possible career moves for their team members and ask them to take part in creating succession plans.
It’s worthwhile to consider quiet hiring as a recruitment tool in your organization. Internal recruitment is often seen as a symbol of success. It means that your business is nurturing your employees to be the best they can be. Research shows that internal hires are more successful than external hires.