【安靜招聘】由「安靜離職」到「安靜招聘」：為企業與員工創造雙贏 From "Quiet Quitting" to "Quiet Hiring": Creating Win-Wins for Companies and Employees
在現今職場中，「安靜招聘」正逐漸成為一大新趨勢。在「安靜離職」之後，許多企業為了提高效益，開始採納這項新的招聘方式。
「安靜招聘」著重於職缺出現時，企業優先考慮內部人才的調整或晉升，而非直接從市場中招聘。這種策略既節省了招聘新員工的成本，也活用公司的內部人力。這種策略更為員工提供了學習和成長的空間。這樣不僅對個人發展有利，還能增強對公司的忠誠度。
從員工的角度看，「安靜招聘」也提供了他們學習新技能和獲得更多經驗的機會。長遠來看，這對他們的職涯發展有莫大好處。然而，這策略並非為了增加員工的工作量，而是希望改善人力資源管理。企業在實施此策略時，有些事項需要特別留心，以免造成員工不滿或弄巧反拙導致「安靜離職」。以下為「安靜招聘」的四大策略：
- 明確定義職務範疇與期望
確保外部僱員完全明白他們的工作內容，例如職責、工作時間、薪資條件等，並確保僱員明白期望。 - 及時溝通變動
當組織轉向「安靜招聘」時，及時和透明地通知員工這些變化至關重要。這有助於防止誤解，例如員工感到被低估或擔心失去工作。僱主應該解釋「安靜招聘」的原因，強調這不是要取代全職員工，而是以更有彈性和成本效益的方式補充勞動力。 - 強調機會
僱主應該向員工強調「安靜招聘」的好處，如它如何創建新的工作機會，讓員工參與多元化的項目。鼓勵他們在組織內探索新技能和角色，促進成長和發展。 - 均等提供資源
確保所有員工都能獲得所需的資訊和工具，以促進工作的順利進行。提供平等的資源可以增強合作，創建更包容的工作環境
「安靜招聘」不只能幫助企業提高效益，也為員工帶來了新的成長機會。然而，策略的成功還需取決於企業如何確實落實和適當應用。
In today's professional environment, "Quiet Hiring" is gradually becoming a significant new trend. Following the concept of "Quiet Quitting", many businesses are adopting this new hiring approach to enhance their efficiency.
"Quiet Hiring" emphasizes that when job vacancies arise, companies prioritize adjusting or promoting internal talent instead of directly recruiting from the job market. This strategy not only saves costs associated with hiring new employees but also maximizes the utilization of the company's existing workforce. Moreover, it offers employees a space for learning and growth. Such an approach benefits personal development and strengthens loyalty to the company.
From the employee's perspective, "Quiet Hiring" also provides them with opportunities to learn new skills and gain more experience. In the long run, this greatly benefits their career development. However, this strategy is not meant to increase the workload of employees but aims for more optimized human resource management. Companies must be careful when implementing this strategy to avoid dissatisfaction among employees or unintended results like "Quiet Quitting". Here are four main tactics for "Quiet Hiring":
- Clearly Define Job expectations and job specifications:
Ensure external employees fully understand their job content, such as responsibilities, working hours, salary conditions, etc., and ensure they know what is expected of them. - Communicate Changes Promptly:
When organizations transition to "Quiet Hiring", timely and transparent communication to employees about these changes is crucial. This helps prevent misunderstandings, like feeling undervalued or fears of job loss. Employers should explain the reasons for "Quiet Hiring", emphasizing that it's not to replace full-time employees, but to supplement the workforce in a more flexible and cost-effective manner. - Highlight Opportunities:
Employers should emphasize the benefits of "Quiet Hiring", such as how it creates new job opportunities, allowing employees to engage in diverse projects. Encourage them to explore new skills and roles within the organization, promoting growth and development. - Provide Resources Equally:
Ensure all employees have access to the necessary information and tools to facilitate smooth workflow. Offering equal resources can enhance collaboration and create a more inclusive work environment.
In conclusion, "Quiet Hiring" not only helps companies enhance their efficiency but also brings new growth opportunities for employees. Nevertheless, the success of the strategy depends on how companies effectively implement and appropriately apply it.