Viral Work Trends Q&A: A Fun Way for Your Agency to Discuss Recruiting

Recruitment doesn’t have to be a dull subject. Imagine discussing it in a more enjoyable way at your next management meeting.

Viral work trends are an excellent starting point. TikTok alone has 115,000 videos tagged with #CareerTok and over 1 million posts under #Career.

While some trends may come and go, others can significantly impact your agency. Everyone–from the newest team member to the most experienced executive–has a story to share. In a more engaging setting, you’ll ask, “What trends are emerging? Should we pay attention? How can this inform our recruiting practices and how we treat current employees?”

Step One: Write these viral trends on note cards (without the definition).

#CoffeeBadging. A way that employees comply with return-to-office policies by visiting the office briefly to connect with co-workers before returning home to work for most of the day.

#QuitTok. The trend of sharing resignation announcements through social media videos.

#QuietQuitting. When employees choose to perform only the minimal required tasks at work, often signaling job dissatisfaction or burnout.

#WhiteFonting. Applicants use invisible keywords on their resumes that align with job postings, which AI and ATS systems may identify as a match, regardless of their actual qualifications.

#LoudLaboring. Employees publicly highlight their efforts in the workplace, focusing more on their activities than their accomplishments.

#QuietCutting. Employers assign new responsibilities or shift employees into different roles, hoping to encourage them to resign.

#LazyGirlJobs. A movement where people prioritize jobs with work-life balance and flexible work arrangements (this can be remote, full-time, or part-time) over conventional 9-to-5 schedules.

#RageApplying. When employees, frustrated or unhappy in their current positions, apply for numerous jobs without regard to whether they are qualified.

#HushedHybrid. Hiring managers secretly allow employees to work flexible schedules, especially remotely, without approval and outside company policy.

#BareMinimumMondays. Employees intentionally schedule lighter workloads on Mondays to gradually ease into the week, planning more demanding tasks for later days.

#ProductivityParanoia. Managers question their employees’ productivity, even when employees feel they are performing well. It’s a common concern with remote workers.

#VacationShaming. When managers guilt-trip employees for using PTO. They may also reward other employees who work extra hours and don’t take time off.

#CareerCushioning. Employees prepare for potential career changes while still employed, creating a Plan B in case their current roles don’t pan out.

#ActYourWage. Employees perform only the amount of work that corresponds to their pay to avoid overworking without adequate compensation.

Step Two: People take turns drawing a card and guessing the definition.

You can create a points system for correct answers or most creative. Everyone shares some laughs over their responses.

Step Three: Pose the question, “Does this [or could this] occur within our company?”

Potential candidates who apply and interview with you may have encountered these trends, and current employees might consider leaving for similar reasons. This exercise will spur conversations among your team that can lead to improvements in:

• Interaction and communication between hiring managers, internal recruiters, and job seekers.
• How you promote job openings and address topics that matter to candidates, like work-life balance and flexible scheduling (including remote and hybrid options).
• The questions you pose in interviews regarding candidates’ current employment and job search motivations.
• Identifying the right individuals to convey your culture and values to potential employees.
• Supporting job seekers throughout the entire process, including resignations and onboarding for new hires.

Topics Trends Talent