5 HR and Recruitment Buzzwords and What They Mean
Recruitics
A global data-powered recruitment marketing agency — we help companies attract and hire great talent.
Social media is teeming with buzzwords that claim to be essential knowledge for all talent acquisition professionals. Yet, distinguishing between trendy jargon and genuinely impactful terms can be challenging.
Within the ever-shifting terrain of today's workforce, these buzzwords have taken center stage and dominate discussions in professional circles. Beneath the surface, these buzzwords hold more than just fleeting relevance; they signify significant shifts and actions that have propelled these trends to reshape the workforce.?
These buzzwords can't be taken just at face value, and it’s essential for hiring teams to fully understand? these terms and the impact they can have on their organizations.
When exploring all the trending buzzwords on social media, these are the top five that recruitment professionals should be mindful of:
Quiet Quitting
“Quiet quitting is when employees meet role requirements and work their scheduled hours but do not go above and beyond what their employers might expect of them. Quiet quitters express a desire for fair rewards and recognition, better work-life balance, and wellbeing in their careers.”
Recent reports suggest that disengaged employees cost the global economy $7.8 trillion in lost productivity, and at least 50% of the U.S. workforce falls into the category of quiet quitters. These staggering figures highlight how it's time organizations address this issue head-on.
“Quiet quitters” are not disinterested or lazy; they're disengaged. They yearn for a few fundamental things: fair rewards and recognition for their efforts, a better work-life balance, and overall wellbeing in their careers. It's a reasonable set of expectations, but regrettably, many organizations are struggling to fulfill these basic needs.
One of the root causes of the quiet quitter epidemic lies in the disparity between what organizations promise and what they deliver. A compelling employee value proposition might lure talent through the door, but the true challenge lies in creating a workplace culture and employee experience that consistently align with those promises.?
The solution to this issue requires a deep dive into the heart of an organization's culture and employee experiences. Understanding candidate and employee motivations can shed light on the intricacies of what makes people stay, the defining moments that convince them to invest in a company, and the common experiences that drive them away.?
Quiet Firing
“Quiet firing describes how managers fail to adequately provide coaching, support, and career development to an employee, which results in pushing the employee out of an organization.”
A LinkedIn News poll , with responses from over 20,000 participants, revealed that 48% of employees have witnessed instances of quiet firing within their workplace, and 35% have personally experienced it throughout their careers.
Quiet firing is a detrimental leadership practice that occurs when managers fail to provide their team members with the necessary training, support, and career development opportunities – ultimately driving them to leave the organization. Whether this occurs due to deliberate attempts to push an employee out or as an unintended consequence of negligent management, the impact is equally damaging.
Unfortunately, this is a common scenario in many workplaces. Only 37% of managers strongly agree that they invest in their employees' development, and even fewer employees (25%) strongly agree that their managers prioritize their professional growth.
In times of uncertainty, such as those brought about by rapidly changing markets, it may be tempting for companies to shy away from discussions about the future. However, this should not be used as an excuse to engage in quiet firing practices, even if that was not a hiring professional’s intention – since it takes a toll on team morale and hampers overall organizational success.?
Research shows that employees who have meaningful weekly conversations with their managers are nearly four times more likely to be engaged in their work.?
Other ways to prevent quiet firing within a company include:
Unretired
Unretired , or unretiring, means that “retirees are coming back to work.”
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The statistics reflect this evolving landscape, with one in six retirees considering re-entering the workforce, and 68% of individuals who retired during the pandemic would consider returning to work. The top reasons for retirees contemplating rejoining the workforce include personal reasons (57%), needing more money (53%), getting bored (52%), feeling lonely (45%), and concerns related to inflation (45%).?
“Many mature workers have considered delaying retirement or extending their careers. People are living longer, and they wish to continue to make a meaningful contribution through their work,” shares Laurel McDowell , the lead for the Job Connections for Mature Workers Program at global recruiting and staffing firm ManpowerGroup. “They take pleasure in being strong contributors, and they also feel the loss of the social interaction and sense of belonging that their workplace and workmates provided to them.”?
These retirees-turned-workers bring a wealth of experience, diverse perspectives, and a strong work ethic to the table. Employers should also recognize that mature workers are open to learning new skills and advancing in their roles, and they tend to exhibit higher job retention rates.
To be inclusive of this new group in the workforce, organizations must address ageism in the hiring process. This includes securing buy-in from senior leadership, raising awareness of ageist practices, implementing preventive measures, and conducting generational diversity training. It's also vital to revise job descriptions, removing any language that may inadvertently convey age bias. Additionally, companies using AI for resume screening should ensure that their algorithms do not exclude mature workers based on criteria related to tenure or other potentially age-related factors.
Employee Wellbeing
“Employee wellbeing refers to the overall mental, physical, emotional, and economic health of employees. It's influenced by various factors such as their relationships with co-workers, their decisions, and the tools and resources they have access to.”
Understanding employee wellbeing goes beyond providing healthcare benefits; it's about creating an environment where employees can thrive on all fronts. When employees enjoy high levels of wellbeing in the workplace, they are three times more likely to be committed to their employer, a testament to the significant impact it can have on retention.
Taking a look at the organization's existing culture is the first step towards enhancing employee wellbeing. Fostering an environment where employees feel safe, valued, and connected helps create a workplace that feels like a second home – where employees are empowered to succeed and find meaning in their work.
To promote employee wellbeing effectively, organizations must adopt a proactive stance. Regular employee surveys and consistent listening are vital tools to gauge the wellbeing of their workforce and make informed improvements. As the talent marketplace becomes increasingly competitive, job seekers are looking for alignment with organizational values and a supportive, inclusive culture.
In today's competitive job market, organizations that prioritize employee wellbeing have a distinct advantage in attracting top talent. High levels of wellbeing correlate with lower turnover rates, reducing the costs associated with recruitment and onboarding. Also, employees who feel supported often become enthusiastic brand ambassadors , referring like-minded candidates to their organization. A positive reputation in the job market further enhances recruitment efforts.?
Candidates increasingly seek workplaces that align with their values, and organizations focusing on wellbeing are seen as ideal matches. Higher wellbeing translates into increased productivity and engagement, a strong lure for candidates seeking fulfilling work experiences.?
Quiet Hiring
“Quiet hiring is the practice of an organization acquiring new skills without hiring new full-time employees. Quiet hiring enables organizations to strategically address acute, immediate business needs by assigning existing employees to new roles, expanding existing employees' responsibilities through stretch and upskilling opportunities (in both cases with commensurate compensation), by hiring temporary workers to perform specific tasks, or any combination of the three.”
The practice of quiet hiring is becoming increasingly prevalent in today's workforce, with 80% of workers acknowledging that they've been "quiet hired" at some point in their careers and 63% viewing quiet hiring as an opportunity to expand their skill set.?
For companies, quiet hiring serves as a crucial strategy to address immediate business needs and ensure there are no skill gaps within their workforce. By leveraging existing talent, organizations can adapt swiftly to changing demands, ultimately bolstering their competitive edge. For employees, it offers a chance to enhance their skill set, become more adaptable, and navigate both their company and the broader job market with greater confidence.
However, successful quiet hiring hinges on clear communication and alignment of expectations. Companies must be transparent about what they require from employees and the trade-offs involved. This could include incentives like bonuses, additional paid time off (PTO), or flexible work arrangements. These details should be clearly reflected in the EVP and articulated in conversations with employees to ensure they fully understand the terms. This approach not only helps manage expectations but also fosters trust and engagement.
Failing to manage quiet hiring effectively can have adverse consequences, including potential turnover. A less-than-positive experience may prompt employees to quit, especially since 27% of employees would contemplate quitting if they feel “quiet hired" without adequate clarity and recognition.?
While quiet hiring can undoubtedly benefit organizations, it's essential to acknowledge that not all employees may be enthusiastic about transitioning to roles that may not align with their interests. Avoiding the feeling of being taken advantage of is paramount to maintaining employee morale and retention. Also, in a competitive job market where retaining top talent is a priority, supporting employees through honesty, transparency, and recognition of their contributions has never been more crucial.?
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As the recruitment landscape evolves, understanding these buzzwords empowers professionals to navigate the complexities of modern talent acquisition effectively.
If you’re looking to keep abreast of recruitment buzzwords, connect with Recruitics ! Our experts are available to help revamp your recruitment practices and guide you through the dynamic world of talent acquisition.?