Quiet hiring: administrative dimension

Changes in business life led to adding new concepts to the literature. The COVID-19 pandemic has caused critical decisions to be made in business life. Organizational measures have been taken with the idea that organizations should be ready for any situation. With the idea that employees should also adapt to new working styles, studies on the balance of work and social life have gained momentum. After the COVID-19 pandemic, the concept of quiet hiring has been added as a new one to the concepts of quiet quitting and quiet firing, which came to life within the scope of work adaptation with the word quiet. Unlike others, quiet hiring is an approach that can benefit the organization. Quiet hiring is a method that supports the career development of the employee and provides him/her with the opportunity to advance in his/her job. It is also a method that prevents the routine of the job and provides satisfaction in the work life, thus increasing the work efficiency. From the organization's perspective, quiet hiring is a method that allows the retention of a well-performing employee and saves the organization from the costs of new hiring. An employee who has learned the organizational culture will have an easier adaptation to the job. Quiet hiring is an application that saves the organization from unnecessary hiring procedures. Since the concept of speed is very important in modern organizations, quiet hiring, which shortens the hiringt period, will be a practice that organizations will prefer. However, this concept must be understood correctly to contribute to organizational management. Quiet hiring is not an extra burden on the employee but a human resources management function that will benefit both the employee and the organization. In this study, the concept of quiet hiring is intended to be explained by addressing it with its administrative dimension.