By

Catherine Ngo

Content writer, presenter and podcaster

Let’s delve into the world of quiet hiring – also known as silent or stealth recruitment- a proactive approach to identifying and securing top talent without publicising open positions. This ‘secret’ talent acquisition method becomes crucial in succession planning and preparing for resignations, especially after mid-year performance reviews.

In this article, we’ll explore the significance of quiet hiring, its benefits, and why employees often leave after mid-year performance reviews.

Quiet hiring during succession planning

Succession planning is identifying and developing internal employees with the potential to take on key leadership positions within the business – whether permanently once someone leaves the company or as a relief.

Quiet hiring plays a pivotal role in this process by identifying external candidates who possess the necessary skills and qualifications to fill critical positions in case of sudden vacancies.

What to do:

  • Form a talent succession planning committee to identify essential roles and potential successors for each position. In these sessions, develop a talent pipeline to ensure a pool of qualified individuals is readily available when needed.
  • When identifying potential successors, ensure the interviews are kept confidential to avoid disrupting the existing workforce.

Maintaining employee morale and trust

Quiet hiring provides stability and trust within the business because everything is done behind the scenes. But remember to keep it on the down low. Publicising or advertising open positions can create uncertainty among the current workforce, potentially leading to disengagement and decreased morale.

What to do:

  • Implement an employee referral program where current employees refer potential candidates from their network. The referral program can be tied to a reward if the candidate is successful.
  • Continuously build and nurture relationships with potential candidates, ensuring a readily available talent pool when needed.
  • Adopt blind hiring practices by removing identifying information such as names and personal details from initial application materials to prevent unconscious biases and ensure a fair selection process.

Preparing for resignations after the performance review period

Employees may leave after performance reviews for various reasons (and yes, you should still do performance interviews anyway). Some common causes include:

  • Lack of recognition: Employees may feel undervalued if their efforts and contributions are not adequately acknowledged during performance reviews.
  • Limited career progression or growth opportunities: A lack of clear career development paths and opportunities can prompt employees to seek better prospects elsewhere.
  • Poor feedback and support: Employees may feel frustrated if performance feedback is vague, lacks actionable insights, or lacks adequate support to improve.
  • No work-life balance: A poor work-life balance can lead to burnout and prompt employees to seek positions prioritising their well-being.

By engaging in quiet hiring, businesses can proactively prepare for potential resignations and minimise disruptions.

What to do:

  • Identify those at risk of leaving and conduct stay interviews. Conducting confidential stay interviews with employees who may be at risk helps better understand their concerns and needs.
  • Regularly assess employee satisfaction and engagement levels to identify any red flags indicating potential resignations.

Promote a culture of confidentiality and professionalism

Implementing quiet hiring practices reinforces the need for a culture of confidentiality and professionalism. It demonstrates that sensitive matters are handled discreetly and that the business respects the privacy of both existing and potential employees.

What to do:

  • Provide training for hiring managers on the role of confidentiality and how to conduct discreet recruitment processes. 
  • Establish clear communication protocols by developing guidelines for communicating with potential candidates that emphasise discretion and respect for their current situations.
  • You may explore non-disclosure agreements for senior or business critical roles.

Over to you

In this competitive market, ‘quiet hiring’ is a must-have talent acquisition strategy for succession planning. In many industries, the mid-year period is marked by a spike in resignations and losing your key people can have a significant impact. By proactively identifying and engaging with potential talent, companies can maintain stability by having a ‘backup’ plan, fostering employee trust, and addressing potential workforce gaps. 

Need help with recruitment?

My Business Workplace has policies and templates to assist you with the recruitment process, including:

 

Catherine Ngo

Content writer, presenter and podcaster

Catherine is passionate about unravelling the latest news and insights to help HR managers, business owners, and employers.