Introduction to “Quiet Hiring”
In 2023, it is crucial for enterprises to stay ahead of the curve and adapt to the rapidly evolving future of work. According to Gartner, one of the most significant trends shaping the workforce landscape is quiet hiring. This innovative approach revolutionises how organisations find, develop, and retain top talent. By incorporating its three core components into your enterprise, you can harness the power of quiet hiring and thrive in the changing business landscape.
Foster Internal Mobility with an Internal Talent Marketplace
One fundamental aspect of quiet hiring is internal mobility, which involves filling vacancies by leveraging existing employees’ skills or their potential for growth. This strategy not only reduces recruitment costs but also enhances employee satisfaction and retention rates.
To implement internal mobility effectively, consider establishing an Internal Talent Marketplace within your organisation. This platform allows employees to explore new roles, projects, and development opportunities seamlessly. A notable example is Unilever’s ‘FLEX Experiences,’ a platform that facilitates short-term cross-functional projects for employees across the organisation. In 2019, NASA introduced its Internal Talent Marketplace, enhancing transparency and accessibility to opportunities agency-wide.
Suppliers such as Gigged.AI, Eightfold, Fuel50, and Gloat offer AI-driven internal talent marketplaces that match employees with relevant opportunities based on their skills, interests, and career aspirations. By leveraging these solutions, you can create a dynamic internal talent ecosystem that fosters growth and innovation.
Develop a Robust Upskilling and Reskilling Program
In the face of rapid technological advancements, continual learning and development have become paramount. Quiet hiring embraces upskilling (enhancing current skills) and reskilling (acquiring entirely new skills) to ensure a workforce that keeps pace with evolving job roles.
To establish an effective upskilling and reskilling program, start by identifying skills gaps within your organisation and determining the future skills required. Next, develop learning pathways that empower employees to acquire these skills effectively.
IBM’s ‘SkillsBuild’ platform serves as a prime example of a successful reskilling initiative. It offers personalised coaching, diverse learning content, and experiential learning opportunities, enabling employees to adapt to new roles seamlessly.
Across the UK, companies like BT, Skyscanner, and JP Morgan have leveraged programs like CAPSLOCK to re skill workers, transforming them from roles such as store managers and call centre agents into UX designers, data scientists, and software developers.
Learning Experience Platforms (LXPs) such as Degreed, EdCast, and Cornerstone provide comprehensive solutions for building customised upskilling and reskilling programs. These platforms offer a wide range of learning resources, empowering employees to acquire new skills at their own pace and convenience.
Build a Contingent Talent Strategy
With the rise of the gig economy, contingent workers, including freelancers, contractors, and consultants, have gained prominence. A contingent talent strategy enables enterprises to tap into this diverse talent pool on-demand, providing flexibility and agility in meeting business needs.
Developing a successful contingent talent strategy involves identifying roles or projects suitable for contingent workers, establishing streamlined processes to manage them, and ensuring their integration and sense of value within the team.
Procter & Gamble (P&G) has effectively utilised contingent talent through their ‘Connect + Develop’ program, leveraging external expertise for specific projects and driving innovation within their organisation.
Talent platforms like Upwork, Fiverr, and Gigged.AI offer access to a wide range of skilled contingent workers. Platforms specialising in tech talent, such as Gigged.AI, prove particularly valuable for enterprises undergoing digital transformation.
Conclusion
Quiet hiring, with its emphasis on internal mobility, upskilling and reskilling programs, and contingent talent strategies, presents a groundbreaking paradigm for talent acquisition and management in the future of work. By implementing these strategies, enterprises can prepare themselves for the evolving business landscape, fostering innovation, adaptability, and sustained success. Embrace the power of quiet hiring and position your organisation at the forefront of the future of work in 2023 and beyond.
