Talent News Round-Up: Quiet Hiring, Refugee Talent, and Evolving Hiring KPIs
Staying updated on the latest workforce trends is crucial for TA leaders and HR professionals. This week, we delve into three significant developments shaping the talent landscape and get SocialTalent CEO, Johnny Campbell’s first-hand takes on these pieces.
- Our first article is from The HR Director and looks at the phenomenon of ‘quiet hiring’. The next buzzword after quiet quitting, this piece is warning of a potential backlash that can come from heaping on responsibilities on internal talent.
- Next, we explore HBR‘s insightful deep dive into the world of inclusive hiring – particularly looking at refugees as an important source of talent that often gets overlooked.
- And finally, TLNT are talking about hiring KPIs and how the advent of AI may necessitate an alteration in how we’re tracking these.
Join us as we explore these pivotal insights and their implications for the future of work.
1. Employers Beware of the Potential Backlash of ‘Quiet Hiring’
Source: The HR Director
The article highlights the rising trend of “quiet hiring,” where companies fill skill gaps by assigning more responsibilities to existing employees rather than recruiting externally. While this approach can save costs and time, this report warns of potential drawbacks, such as employee dissatisfaction, burnout, and lack of diversity. It emphasizes that quiet hiring should be part of a broader recruitment strategy, ensuring careful planning to avoid long-term negative impacts on the workforce.
Johnny Campbell’s take on this:
“Seriously, “quiet hiring”? We’ve just moved on from “quiet quitting”, so is this something serious? In my humble opinion, it’s not. What’s really happening? The economy is tight and employers want more productivity from their employees and are prioritizing internal talent vs external. Whilst that may not be good news for recruitment agencies like the one who authored this article, let’s not lose the run of ourselves! Or am I missing something? Read more and let me know!“
2. Why Inclusive Hiring Must Include Refugees
Source: HBR
The article emphasizes the importance of expanding inclusive hiring practices to include refugees, a largely untapped yet valuable talent pool. With over 50 million refugees worldwide, many of whom possess diverse skills and professional backgrounds, businesses can gain significantly by embracing this group. However, traditional hiring practices often exclude refugees due to biases and outdated criteria. The authors offer practical strategies to overcome these barriers, urging companies to rethink recruitment, engage creatively, and seek external support. By doing so, businesses not only help address a global humanitarian issue but also enrich their workforce with diverse, resilient talent.
Johnny Campbell’s take on this:
“This is excellent. Not only a great article rich with ideas and tips and resources but it is SUCH an important topic. Hiring and integrating refugees into your workplace can help fill skills gaps but is also likely to help reduce societal inequities, increase inclusion in your team and most importantly, turn a displaced person from being a refugee into an employee. Every recruiter and hiring manager should read this.“
3. Hiring Using AI? You’ll Need to Change your Hiring KPIs
Source: TLNT
As companies increasingly adopt AI in recruitment, it’s crucial to update hiring KPIs to capture AI’s true impact. While traditional metrics like time-to-hire and cost-per-hire remain important, they alone can’t measure the full benefits of AI. Richard Mendis highlights the need for new KPIs, such as tracking qualified candidates per position, interview compliance, and quality of hire. By refining these metrics, businesses can better harness AI’s potential, leading to smarter hiring decisions and improved outcomes.
Johnny Campbell’s take on this:
“This last one’s interesting—hiring using AI. You’ll need to change your hiring KPIs. While this might seem like clickbait because it brings AI into the discussion, the reality is that none of these KPIs actually have anything to do with AI. So, why is this interesting? It offers some great ways to measure different KPIs beyond the usual metrics like time to hire and quality, which is always handy. Plus, it mentions a lot of really good AI tools that you might not have thought about, which people are using in their recruiting processes. So, do read this—not for the reasons the clickbait suggests, as it’s not about AI KPIs, but because it covers business case KPIs that are really important right now to secure budget for anything.“