Created for anyone with a hiring responsibility for an internal communication role, the guide provides guidance and support through the process, aiming to standardise hiring practices and help to build strong and effective teams.
The guide uses the IoIC profession map framework as an underpinning model as we seek to improve the standardisation of skills and build a future pipeline of great talent. The 25-page guide gives a thorough overview of the hiring process, the rationale for investment in internal communication, and the different types of internal communication roles, responsibilities and career progressions.
A high standard of internal communication is more crucial than ever before, so whether you are a seasoned professional, looking to improve credibility, a junior IC practitioner seeking advice around what skills you need to develop before making the next move, or a hiring manager building an efficient IC team, the guide will show you how to do just that.
The guide includes support on the following:
Making your case
Internal communication is integral to any organisation which relies on people.
Creating a talent pipeline and succession planning
When a vacancy within a team arises, one of the best places to look for someone to fill that vacant position may be internally - either within the communications team or the wider organisation.
The IC hiring process and recruiting internally
If an internal candidate who does not already meet all of the criteria for the role is hired, it's important to recognise the development, training and support they may require to build their skills and knowledge, and gain meaningful experience.
Keeping in contact and onboarding
Once the job offer has been accepted and references have been received, it is vital that communication with the chosen candidate continues, especially considering that most IC professionals have a notice period of between one and six months.
Job titles and salaries
Job titles often vary between different organisations. It is important to ensure the title of the vacancy clearly describes the remit of the position and reflects the accountability the chosen candidate will hold.
