Quiet Hiring: The Elephant in the Room

2 min read

Forget about “Quiet Quitting” and “Quiet Firing.” Quiet Hiring is the “Elephant in the Room” that nobody is talking about.

So what is Quiet Hiring?

Quiet hiring is when a firm quietly identifies and rewards those workers who are performing above and beyond the call of duty. These workers consistently exceed their objectives.

Why Quiet Hiring?

Smart firms such as Google are now using Quiet Hiring to identify their own peak performers from within their own organization to avoid relying on external hires for key positions. It has been documented in study after study that peak performers are 400% more productive than the average worker.

And why should you be interested in Quiet Hiring?

Because smart firms are actively, but quietly, doing more of this to promote from within. Here is what firms do when they quietly hire from within:

· Provide more leadership opportunities.

· Provide more challenging projects.

· Opportunities to do what your peers are unwilling or unable to do.

· More frequent promotions and bigger salary increases.

· Offer more discretionary and incentivized bonuses.

· More likely to be mentored and coached by a senior executive.

Firms also are increasingly using Quiet Hiring to identify and hire externally. Many of the large tech firms have formed talent committees to identify the attributes and characteristics of their peak performers. Once they compile this list, hiring authorities and executive recruiters have their marching orders.

So how can you ride this wave and take advantage of Quiet Hiring?

· Make sure what you are doing is in alignment with your firm’s mission objectives.

· Build a relationship with your boss so that he knows you are serious about your work.

· Communicate your successes up and down the chain of command.

· If you do something special, make sure your boss knows about it.

· Volunteer for challenging projects. And then get it done.

· Always be driving revenues and the bottom line. People notice.

· Consistently under-promise and over-deliver.

· Show up. Even if you can work remotely, why not show up in the office once or twice per week? Executives notice this.

So, if you are getting frustrated picking up the slack for the Quiet Quitters in your office, just know that there is a fair amount of “Quiet Hiring” also taking place!

All the best,

Rob Houghton

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