After quiet quitting comes quiet hiring.
There’s not a single aspect of running a business that wasn’t deeply affected by the pandemic and worldwide economic slowdown. The talent recruiting area was deeply hit, as the way employers and employees view the world changed forever, creating phenomena like The Great Resignation.
Soon, new trends arised, such as quiet quitting, quiet firing, and now, quiet hiring.
Quiet hiring came as a response to quiet quitting, a trend in which employees do the minimum amount of work to remain employed with no motivation or enthusiasm as they feel unsatisfied with compensation or benefits but aren’t ready to quit.
Quiet hiring is a strategy that involves hiring short-term contractors in order to focus on obtaining the talent rather than the person. Reassigning current employees to new positions is another way to quietly bring in new talent.
The economic slowdown has taken a toll on many businesses, yet their productivity must remain the same and, ideally, increase. As a result, companies may become more hesitant to hire new employees, as they may not be able to afford the additional labor costs.
Quiet hiring is often seen as a cost-effective and efficient way to meet talent needs, and also a necessary measure to take during unstable economic periods. Many business owners also find this practice attractive as it avoids some of the downsides of traditional hiring.
While quiet hiring can be a useful strategy for filling job openings, it has challenges. Here are some pros and cons of quiet hiring.
Pros of Quiet Hiring:
Cons of Quiet Hiring:
This solution can be a cost-effective one for companies that are not expecting to grow exponentially, don’t have any crucial ongoing project, and only need to fill a specific need.
This is because assigning more tasks to current employees may lead to meeting deadlines and completing tasks without the deep expertise needed to understand how to translate hard work into a desired ROI. However, both business owners and employees can benefit from quiet hiring in the right circumstances.
There are currently three main quiet hiring methods currently being performed by some business owners.
1. Giving more tasks to current employees: This quiet hiring method involves assigning additional tasks to current employees without making any official announcement or job posting.
2. Putting more responsibilities onto the job descriptions of current employees: Similar to the first method, this approach involves giving more responsibilities to current employees without making any public announcement or job posting.
3. Hiring by contract through IT staff augmentation: This method involves hiring expert and motivated workers to perform specific tasks or projects without hiring an in-house employee.
Many business owners are choosing an alternative that has proven to be much better than quiet-hiring employees with low motivation or team members who require extensive training to perform tasks outside of their job description: IT Staff Augmentation. There’s a boom in hiring affordable experts who are at the top 1% in performance and knowledge through this model, which saves you the time and money by quickly matching you with the perfect professional.
Business owners don’t have to make an enormous investment to have the motivated, high performing talent you need. The IT Staff Augmentation model allows chief officers to increase productivity and get all the work done while keeping the costs down.
Michel decided to dedicate his life to the software industry at a very short age. He graduated with a degree in Computer Science and Mathematics. Since founding BEON, he and Damian have worked hard to establish it as an elite company, providing the best engineer LATAM talent to major U.S. companies.
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