Don’t ignore existing employees when recruiting

The role of internal comms during recruitment

June 21, 2016

Recruiting a new person is risky for any organisation.

What if they’re not a cultural fit? What if they’ve exaggerated their skills? What if they move on quickly?

Navigating these risks means it’s natural to focus primarily on the candidates during recruitment.

And because there are unique risks at every stage of the process, from drawing up the job spec to selection and onboarding, this can lead to a blinkered view that excludes those already in the organisation.

This is possibly the biggest risk of all.

Poor internal communication during the recruitment process can lead to confusion, anxiety, gossip and even resentment among existing colleagues.

All of this can impact morale, as well as bottom line results.

People naturally dislike change, but good communication will keep your employees informed of what’s going on and how they’ll be affected.

This means they’ll feel reassured, confident and engaged.

This positivity will help the new recruit feel more welcome and help them to integrate more quickly, thus reducing incorporation lag – the amount of time it takes a new starter to reach peak productivity.

Helen Moss, Senior Manager at Hays Marketing, internal communication during recruitment should begin at the earliest opportunity.

“Whenever there’s any sort of movement – whether it’s due to a company growing or replacing somebody – internal communication is a crucial part of the whole employee engagement process.

“It should start as soon as possible, because you don’t realise how many people it actually impacts.

“It allows you to alleviate any potential issues or concerns. If people realise there’s going to be a new individual joining they want to know what the impact is going to be on them.

“How are they going to feel about having somebody coming on board who doesn’t know the business as well as they do? Who’s that person going to report into? What will be the impact of that person’s role?

“Ensure everybody is aware of why the vacancy is there, what you’re going to do to recruit for it, who you’re going to get involved in that process and what the impact of having this person on board will be.

“I wouldn’t even say it’s just email; a lot of it has to be face to face communication as well.

“It’s really important that the recruitment is seen as an important message.

“Whenever there’s recruitment within a team it usually means that an organisation is growing, but ensuring consistency of messaging and brand is important as well.”