Anyone on LinkedIn remembers the viral wave of “quiet quitting” headlines from the second half of 2022: the idea of employees refusing to go “above and beyond” and doing the minimum required in their jobs. When employees “quiet quit,” organizations keep people but lose skills and capabilities. In 2023, savvy HR leaders will turn this practice on its head with “quiet hiring” in order to acquire new skills and capabilities without adding new full-time employees. This will manifest in a few key ways:
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A focus on internal talent mobility to ensure employees address the priorities that matter most without changes in headcount
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Stretch and upskilling opportunities for existing employees while meeting evolving organizational needs
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Alternate approaches, such as leveraging alumni networks and gig workers, to flexibly bring in talent only as needed