The Revolution of “Quiet Hiring” in Today's Workplace

By Moo Harper

Dec 08, 2023 12:10 AM EST

Silently reshaping the trajectories of employees within the same company, "quiet hiring" involves individuals taking on new roles and responsibilities in response to organizational needs.

What is Quiet Hiring?

Listed as one of the "top nine work trends for 2023, "quiet hiring" is a new workplace buzz that follows the trend of quiet quitting. This involves organizations utilizing existing employees' abilities to gain new skills without hiring additional full-time staff.

Emily Rose McRae, who heads Gartner's Future of Work research team, explains that quiet hiring enables employers to maintain a consistent workforce by emphasizing the development and advancement of existing talent. This approach allows current employees to learn new skills and explore different responsibilities.

Dynamics of Quiet Hiring

According to a recent survey by Monster in January 2023, a staggering 80% of workers have experienced this subtle career shift, with half finding their newfound positions at odds with their skill sets. The question looms: Does quiet hiring propel careers forward, or is it a potential career killer? The survey unveils nuanced perspectives, with 63% viewing it as an opportunity for personal and professional growth, 27% entertaining thoughts of resignation, and 4% opting for an immediate exit. 19% of the minority of workers express openness to embracing a new role, while 15% contemplate leaving but feel their "hands are tied."

What are the Challenges of Quiet Hiring?

According to Rashim Mogha, the general manager of leadership and business at Skillsoft, a corporate digital learning platform, utilizing existing talent or contractors to fill job vacancies is not new. Mogha points out that during economic slowdowns, organizations often prefer to shift current employees into different roles or utilize flexible workforces instead of hiring new staff. While quiet hiring has been a longstanding practice to address talent shortages, Mogha highlights that it can result in challenges such as employee burnout and skills gaps if not appropriately managed. Mogha emphasizes that organizations engaging in quiet hiring or reassignment must be transparent about the implications for employees and the organization. Specifically, companies should establish suitable skills development programs to ensure employees and their managers are equipped for success in their new roles.

Implications of Quiet Hiring for Employees?

According to Mogha, quiet hiring should be seen as a chance for a mutually beneficial scenario. It allows employees to experience growth and career development while employers can uncover hidden skill sets and address gaps amid economic challenges. It can provide job security by temporarily assigning workers to new roles, allowing them to retain their jobs while acquiring new skills. Additionally, it offers opportunities for employees to collaborate with new colleagues, facilitating pivots to different areas and enabling the acquisition of skills for external opportunities.

While beneficial in some aspects, quiet hiring presents challenges that can adversely affect employees and employers. According to Salemi, problems arise when employees manage two full-time roles within the same company, leading to an overwhelming workload. Additionally, issues occur when workers take on extra responsibilities without proper compensation, essentially receiving a "soft promotion" where they perform at higher organizational levels, but their salary remains unchanged.

Employees who take on tasks beyond their skill set might expect a pay increase. However, according to Mogha, quiet hiring may not always result in an immediate raise or promotion, as employers often see it as a cost-effective way to address urgent needs. Nevertheless, Mogha emphasizes that it presents an opportunity for employees to negotiate.

The approach varies among companies when it comes to pay adjustments. In cases where there is no immediate raise or promotion, Mogha suggests that employees can discuss the possibility of proper compensation with their bosses, including raises or bonuses. Additionally, they can leverage their newly acquired skills for external opportunities.