Quiet Hiring Is On The Horizon For Business Owners

We’ve heard it all. From quiet quitting to quiet firing and now, quiet hiring, there are plenty of new buzzwords that business owners should familiarize themselves with. Let’s start with understanding what quiet hiring is. Quiet hiring is the idea that a business can add new skills and fill gaps without hiring full-time employees.

This can come in two different forms, which include:

Internal
External

Internal quiet hiring means current employees might temporarily move to another role or take on different organizational assignments. External quiet hiring means hiring short-term contractors to keep the business running without taking on more full-time employees.

Is Quiet Hiring Right For Your Business?

While the concept of quiet hiring has been around for some time, it’s becoming increasingly popular. Quiet hiring could be the right solution for employers to ensure workplace efficiency without causing financial strain. The following are potential benefits of implementing quiet hiring within your business:

Gives employees a reason to care more about their job
An excellent opportunity for workers’ professional development
Makes companies more agile and ready to take on change
Companies can save resources by not spending money on training and onboarding new staff

In addition, quiet hiring impacts the job market by cutting down on job eliminations. Instead of letting an employee go because their job is no longer cost-effective, the company retrains and moves them elsewhere.

While quiet quitting can provide internal opportunities, there is a potential risk that this process could be utilized to give more work to a single employee instead of filling roles that are actually needed. Giving employees more work leads to burnout. When employees experience burnout, they’re more likely to have lower morale (36% of individuals), be less engaged (30%), make more mistakes (27%), and miscommunicate (25%). It’s a never-ending cycle that could end up hurting your business in the long run.

Allow GMS To Help With Your Decision

Should you choose to implement quiet hiring within your business, it’s essential that you relay the message in a way that makes your employees feel valued. You don’t want them to think that they’re interchangeable or not good enough for the job, but rather you just want them in a position where they can have the biggest impact on your business. In addition, compensation must be considered. If you’re asking employees to take on more responsibilities, you must compensate them for that. Group Management Services works with business owners to provide them with HR outsourcing services such as benefits, payroll, human resources, and risk management. Whether you want to start by implementing a career development program or leadership program where you train employees to take on more responsibilities in a scenario such as quiet hiring, we’ve got you covered. If you need to ensure you’re compensating your employees the correct amount, we do a job market analysis to compare the salary to similar positions elsewhere. We take all the burdensome administrative tasks off your shoulders.

Joe Wenger, PHR, GMS’ Senior HR Generalist, explained, “With Gen Z entering the workforce, it’s more important than ever for companies to develop programs that offer growth and promotion opportunities. Career advancement is one of the top priorities listed among the majority of this incoming generation. Internally at GMS, we’ve been ahead of the curve by implementing a Leadership Development Program for top-performing frontline employees, aiming to groom them as the future of our management team.”