“Quiet hiring” refers to filling vacancies without publishing or advertising them externally. Instead, more emphasis will be placed on referrals and internal networking.

A logical consequence of a very tight labor market and the desire to reduce recruitment costs and duration.

The key question is: how can you ensure you don’t let the “quiet hiring” train leave the station? By focusing on skills – both hard and soft – to better understand potential internal recruitment opportunities.

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Almost three centuries ago, workers on assembly lines would have people hovering over them while the latter watched the workers and their productivity levels.

Today, Corona has accelerated and increased working-from-home initiatives. Making employees†productivity, or lack thereof, much less visible.

At the risk of introducing a communistic undertone, Lenin once said, “Trust, but verify.” Without proper initiatives to check in with employees, the risk of them sliding into quiet quitting mode is substantial.

Those initiatives should be tailor-made and personalized. Small talk just wonâ€t cut it. Apply a (scientifically sound) model to measure employee engagement to get ahead of the dreaded double q.

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