Recruiting Qualified Mentors for Your Mentor Program

April 13, 2016
Best Practices for Corporate Mentoring Programs

Recruiting mentors can often be a challenge for most organizations when launching a mentoring program, since employees are having to give up some of their time to support others. Here are some tips by Stephen Grindrod to get more willing mentors to enroll your program, that not only motivated but qualified to do the job.
  • 1.When sending out a recruitment communication, what tips can you provide to attract many mentors?


    Recruiting mentors is so important to the success, if you donít have the mentors, you donít have the program. The mentors are the key part.
    There are 4 key elements to attracting potential qualified mentors:

    Why? Communicate your business objective to the potential mentors; make sure they understand the benefits to the company.

    Who? Explain the competencies valued by your organization that define a qualified mentor and then explain what it takes to be a good mentor.

    Effort? Be transparent and clear of the expectations, they will need to make sure they have the time.

    Sell it! Explain the advantages of mentorship, it comes with more than just a title, itís also about their career.

  • 2.What are the real advantages of being a mentor?


    Being a mentor introduces an individual to potential future connections; connection they might have not met without the mentorship. It allows a mentor to build their network. Not to mention the credibility gained in the company; being sought out for the need to pass on a skill can really build self-esteem. It also helps develop leadership skills. It can be used to improve their own skills that allow them to take the steps up within the corporate ladder.

  • 3.To be a good mentor, what are the competences needed?


    Just because one possesses a skill doesnít mean they have what it takes to be a mentor. The mentor must have a desire to be a mentor. They should also be flexible, understanding and patient. Communication is key; a mentor has to be able to communicate an idea or principle to the mentee via oral or written skill. They also must possess adequate coaching and intrapersonal skills. A mentor is an influential individual able of motivating the mentee. And last of all, the mentor must possess the skill expertise sought out by a mentee. Donít worry, we assume odds are you are not going to stumble upon a horde of ready and ably trained mentors at your door- you can use mentor training. Do you know your mentorsí expertise? We recommend using Insala competency assessment to assess your mentors' key skills and competencies to be that qualified mentor.

  • 4.How do you market the program with an organization?


    You first need to make sure you have executive buy in. Your executive team are your key advocates. Make sure all stakeholders are clear on business objectives, and engage specific teams including internal communications, HR, and marketing. Mentoring is a business strategy, plain and simple. Use company culture to your advantage. Have current leadership positions share stories of their success stories of how their mentor got them where they are.

  • Overall; donít fret. There are many channels for finding (or training) qualified mentors for your program. With a clear communication of expectations, and availability for training, your new mentor could be a click away. Visit Insala for more information or to get started in unrolling your new mentoring program today

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