Quiet Hiring in the London Recruitment Market: A New Perspective on Upskilling
“Quiet Hiring is just the menacing reframing of the traditional practice of upskilling employees.” This was the immediate reaction from one of the HR professionals during our recent roundtable discussion, and it was a sentiment quickly echoed by many in attendance. The widespread agreement on this point shifted the conversation from defining quiet hiring to exploring how we can ensure that the practice of upskilling candidates remains a positive influence in the current recruitment landscape.
Is Quiet Hiring Important in Recruitment?
Quiet hiring, initially perceived as a somewhat lazy term, has nonetheless sparked essential discussions within the recruitment industry, especially in London, where EA and PA roles are in high demand. The fact that it has become a widely debated topic underscores the negative associations with traditional upskilling methods in today’s market. Consequently, HR professionals must pinpoint areas of concern within existing norms and practices, guiding and advising managers while effectively communicating necessary changes. This is particularly relevant in the London recruitment market, where the expectations of younger generations, especially post-pandemic, have significantly shifted.
Demands for improved communication, transparency regarding policy shifts, career trajectories, and a redefined work-life balance have intensified in the EA and PA sectors. When the process of labour upskilling remains ‘quiet,’ it lacks the communication necessary to clarify its implications for both the business and individual employees. As a result, quiet hiring has become a generational flashpoint, focusing attention on a specific HR domain that is crucial in today’s recruitment environment.
Navigating the Challenges of Quiet Hiring in Administration
The conversation naturally turned to the challenges HR professionals face in guiding line managers and stakeholders on why these issues are important. There was a consensus that HR must focus on educating hiring managers about the shifting expectations of new generations entering the workforce, particularly in London’s competitive EA and PA recruitment markets. The old adage, “I did it back in my day,” is no longer a satisfactory justification for frustrations in the workplace. Reframing this relationship and communication is key to ensuring that the phenomenon now recognised as quiet hiring is reverted back to the upskilling of employees in a positive and transparent manner.
The Impact of Quiet Hiring on Recruitment and Retention
Quiet hiring, in its most menacing form, can deeply affect retention within the recruitment and administration sectors. When there is no acknowledgement of progression, extra responsibility through the title, career trajectory, or compensation, the effects can be damaging. Additionally, a lack of training to support additional responsibilities often attributed to quiet hiring can result in inadequate performance outcomes, leading to burnout. Employees who feel unfairly compensated may seek other opportunities where they feel more valued, often in roles that better align with their goals and aspirations. From a London recruitment agency perspective, a lack of recognition or value from an employer is one of the top reasons employees look to leave, and they often don’t accept counteroffers centred on compensation alone.
On the other hand, quiet hiring—or upskilling—can be an exceptionally important part of retaining staff and ensuring the business remains productive and innovative. Effective and clear communication on career paths can reduce the demands from younger generations that are becoming more apparent, particularly in the administration sector. When employees understand and can envision the routes and time frames to promotions or personal growth, they are more willing to go the extra mile, work longer hours on occasion, and make fewer demands for immediate rewards.
Quiet Hiring as a Tool for Recruitment and Administration
Effective quiet hiring is a useful tool for organisations to restructure teams and identify hiring and training needs more strategically. If an open vacancy has remained unfilled for several months without harming productivity, it may be worth reconsidering the hire. Identifying employees who have taken on additional responsibilities and holding regular catch-ups to understand their motivations and goals can provide valuable insights for future recruitment and training strategies in the EA and PA sectors.
Conclusion: Reframing Quiet Hiring in London Recruitment
The conclusions of our roundtable event reflected an alternative perspective on quiet hiring. Rather than viewing it as a negative branding of upskilling current employees, the adverse perspective is more about the lack of transparent and consistent communication around clear career paths, expectations, and boundaries for both the company and the individual. It’s not the practice of upskilling existing employees and sharing out further responsibilities that requires a new approach, but the communication and projection of long-term outcomes that must change.
There was widespread agreement among attendees that it is HR’s role to advise and guide line managers in demonstrating more effective communication and transparency in the training process. Anecdotal justifications are no longer accepted, particularly by younger generations entering the recruitment and administration fields in London.
If you’re interested in exploring quiet hiring as part of your recruitment strategy or need support with your next EA or PA hire, get in touch with us at C&C Search Boutique Recruitment.
To reach out to us for:
EA/PA, HR and Business Support recruitment –philippa@candcsearch.co.uk
Or for our keynotes, training, workshops, and group coaching –lucy@candcsearch.co.uk
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