Mentor Matching for the Best Possible Match

At its core, mentoring is about establishing mutually beneficial partnerships between individuals to achieve specific goals. That's why successfully matching mentors and mentees will be one of the most critical aspects of your mentoring program.

Optimize Mentor Matching

Mentor matching is one of the biggest challenges involved in implementing a mentoring program. At Insala, our goal is to help you overcome that challenge. Our mentoring program solutions help you generate the best possible mentor-mentee matches and lay the foundation for a successful mentoring program within your organization.

Match to Mentoring Objectives

The key to mentor-mentee matching and pairing is having a clear and specific business objective for your mentoring program. Defining your objectives will help you specify why you're creating a mentoring program and what you expect to achieve through the mentoring process, as well as determine your ideal pool of mentors and mentees.

Maximize Mentor Matching Effectiveness

We believe that generating successful and sustainable mentor-mentee pairs is the most important factor of program success. Using comprehensive mentor and mentee data gathering, mentor matching criteria based on business objectives, best-fit mentor matching techniques, and efficiency-maximizing technology tools, we help you achieve the best possible matches for your mentors and mentees.

The following 6-step process highlights the key components of our approach:

  • Step 1: Identify specific business objectives

  • Step 2: Select mentor and mentee pools based on objectives

  • Step 3: Determine matching criteria based on business objectives

  • Step 4: Create application and qualification questions for mentors and mentees

  • Step 5: Choose the most effective matching method (i.e. self-matching, facilitated matching, etc.)

  • Step 6: Determine most efficient method to facilitate mentor matching

Contact us today to learn how Insala's mentor matching process and/or software can help you achieve best-possible mentor-mentee matches with the least possible hassle.

The Hi-Impact Mentoring® Matching Workshop

The workshop consists of 2 expert-led strategy sessions in which key stakeholders create a comprehensive plan for how exactly the mentor matching within your program will work - based on your organization's business objectives and measurements.

The workshop is designed to help with the following:

  • Create a solid foundation for mentor matching, based on a strong business case for mentoring, using our proven approach

  • Set matching criteria that enable mentors and mentees to produce the best possible partnership and program results

Session One – 2 Hours

Participants: Key stakeholders including executive sponsors and program leaders

Goal: Establish a strong foundation for mentor matching by determining business objectives and success measurements for the mentoring program and targeted employees/individuals

Includes:

  • Step 1: Identify specific business objectives

  • Step 2: Select mentor and mentee pools based on objectives

Session Two – 2 Hours

Participants: Program leaders / managers

Goal: Set mentor matching criteria, create application forms, set up matching process

Includes:

  • Step 3: Determine matching criteria based on business objectives

  • Step 4: Create application and qualification questions for mentors and mentees

  • Step 5: Choose the matching method

  • Step 6: Determine the best tool to facilitate mentor matching

Features and Benefits

Hi-Impact Mentoring® Mentor Matching Software

Using technology can maximize the efficiency of your matching and pairing process. To ensure the success of your program, our subject matter experts can help you define the most appropriate criteria based on your business objectives. Our robust mentoring software supports various matching techniques to suit your program's needs:

  • Administrator-Led Matching: Mentoring program administrators determine the matching criteria and use the results to match designated mentors and mentees.

  • Mentor-Mentee Self-Matching: Mentoring program administrators set the matching criteria, then mentors and mentees select each other from optimized lists prepared for them.

Want to schedule a call with a mentoring expert to learn more about our mentor matching technology? Request a demo today.

Successful Mentor Matching

Success Stories

Insala helped address some of the key challenges we faced at Unilever, which is virtual mentoring, as many of our mentees and mentors are not in the same geographic location. Insala's mentoring consultant, Judy Corner, is a true mentoring specialist and a highly engaging individual.

Katherine Ray
Global Talent Manager Unilever

Our pilot Mentoring programme using the Insala platform has been well received by our participants and has given our Mentees the tools to chose an appropriate Mentor to meet their own specific development and career needs. Organisationally the portal is encouraging networking and collaboration across both business lines and functions and locations. The Insala team are professional, pragmatic and agile and have worked closely with us to deliver our pilot programme to meet our business needs

Julie Aspinall
Human Resources

I worked with Judy Corner of Insala to develop a customized mentoring program for International Paper. Judy provided a degree of confidence to the Chairman's Diversity Council as she presented a pragmatic, visionary, long term perspective on the benefits to be gained from Insala's program. Following the M.O.R.E. workshop, participants were surveyed on session effectiveness and Insala received a 100% favorable rating on the value of the day. I highly recommend Insala and believe they offer a distinct advantage to companies looking to advance their position in the ongoing war for talent.

Cheryl Kern
Principal, Global Diversity and Inclusion
Amway/Alticor

As part of a talent management initiative, United Nations Federal Credit Union (UNFCU), partnered with Insala to provide high potential/high performing staff with a structured vehicle to develop their career goals. From the onset, the Insala team provided exceptional client service, ensuring UNFCU had knowledgeable technical resources at its disposal throughout the implementation of its Career Development portal. Insala's partnership with UNFCU has directly impacted its ability to solidify an effective succession planning program and retain our high potential/high performing talent.

Carlene Alexander
Manager, HR Administration
UNFCU

Insala provided a global online solution which helped align our business strategy with our management needs for the future. With their product, we were able to understand our skill gaps and develop our future leaders with the findings. This solution took one hour for an employee to complete, eliminated drawers of paperwork, and provided upper management instant visibility on our progress.

Rick Huntley
Vice President Human Resources Intertek

ACCA aims to provide our 110,000 members and 260,000 students with direct access to the most exciting and rewarding job opportunities currently available in the world of business and finance. Our online Career Management Resources, available through ACCA Careers, is powered by EmploymentTalk™ and allows our members, students and affiliates to use their time both efficiently and effectively on critical career development activities, while EmploymentTalk™ organizes and plans the route to career success.

Heather Morris
Head of Training Policy and Professional Development ACCA (the Association of Chartered Certified Accountants)

Our partnership with Insala has allowed us to offer an entirely new service to our job seekers, which helps prepare them for getting their next job. The assessments and career advice tools offered through our site continue to be successful, and the seamless support provided has proven very efficient. Insala consistently responds in a swift fashion whenever we need assistance, and continues to provide us with a very professional service.

Marcy Richardson
Content Manager Monster

This past winter was definitely remarkable. We found that the E-mail Broadcaster function is the easiest and fastest way to reach all our candidates to inform them of any changes in our office hours - including having to close due to inclement weather, delayed openings, or early closure. Additionally, we use this function to promote our seminars and workshops, and the career coaches can reach all of their candidates in one simple email. This tool is a tremendous asset.

Antoinette Murray
Director, Administration & Client Relations The Schegg Group

We first started using EmploymentTalk™ in our practice in 2001, and have stuck with it ever since. What spurred us to stay on was both the professionalism and responsiveness of the Insala team, as well as the regular software upgrades we received, which ensured we had a cutting edge tool at any given time. Today, EmploymentTalk™ enables us to deliver a longer duration of outplacement services and thereby exceed our clients' expectations. As more and more organizations look to provide cost-effective, efficient and high-impact outplacement, we are able to meet their needs.

Len Rishkofski
CEO Snowden

This is a fantastic product that will really help our workforce. The Insala team has done a great job maximizing the application capabilities and tailoring it to help our diverse workforce in transition. They've demonstrated a true partnership in providing us with expert assistance, met our special needs, and done so in a timely and cost effective manner.

Len Martinez
VP of Administration and Chief Financial Officer Kaiser-Hill Company, LLC

Insala has excelled as a global technology partner to our organization. Insala is not only a provider and implementer of superior career management technology, but a constant and reliable source of ideas and best practices in our industry. Having Insala as a strategic partner has enabled our organization to provide superior, seamless career management and transition services to corporate clients worldwide, and has positioned OI Partners as a global leader in the delivery of career transition services.

Joy Reed Belt, Ph.D.
Chairman and Managing Partner OI Partners, Americas

Our candidates are just blown away by the amount of research they get on specific companies and industries. Their ability to get REALLY good information, and MUCH MORE information than they typically could get on their own, and have it presented so quickly and effectively, is very powerful. It gives us a big sales and marketing advantage.

Kathleen Brown
Vice President, Career Transition Services King & Bishop

Insala performed very well in creating our new corporate website. I was really pleased with the design options they offered. In addition, Insala representatives were wonderful to work with, responding quickly to our needs and delivering solutions in a very timely manner.

Dr. Pamela Johnson
President Nia Consulting & Development

One way in which we demonstrate our commitment to employees is to provide opportunities for them to develop; mentoring is an important component of employee development in North America. Insala supported us in leveraging formal mechanisms and provided us best practices to launch a sustainable mentor program. The MORE Workshop was our pivotal starting point, strategizing with stakeholders to build a practical plan for implementation including communication, training, metrics, and more. The outcome has been a clear benefit for participants and for Solvay.

Kelly Bessler
North America Learning Specialist
Solvay

Articles

January 16, 2019

Traditional vs Modern Mentoring

When you hear the word “mentoring,” what comes to mind? Most people think of a one-on-one interaction with a senior level individual teaching a junior level individual without the use of technology. If this is the case, you’re thinking of traditional mentoring. As the workforce continues to become ... More

January 10, 2019

3 Signs a Mentoring Relationship is Not Working

If you’ve been in a mentoring relationship that didn’t end well, then you can probably understand the consequences it has for participants and the organization. It’s important to recognize these signs early so the program doesn’t lose credibility and participants in every mentoring relationship stay... More

January 09, 2019

4 Ways to Combine Formal and Informal Mentoring

Do you know the difference between formal and informal mentoring? Formal mentoring is a well-structured, highly organized program. There is typically a set agenda, length, and mentoring match. Informal mentoring is much more lenient. Goals are unspecified, outcomes are unknown, and mentees norma... More

December 26, 2018

When is the Right Time to Use Modern Mentoring?

Traditional mentoring has evolved to keep up with the ever-changing workforce. With newer generations entering the workforce and new skills being learned, there are several types of modern mentoring that have become popular. But, many organizations struggle with knowing how and when to implement the... More

December 20, 2018

3 Tips to Promote a Successful Mentoring Relationship

Implementing a mentoring program inside the workplace has proven to be a great way to improve company culture and work ethics for individuals. However, there can be times when a mentoring relationship doesn’t function effectively. This will cause you to miss out on the expected benefits of your prog... More

December 13, 2018

6 Tips to Increase Mentoring Engagement

A successful mentoring program has many benefits for the organization, the mentor and the mentee. To see these benefits, the program must have an administrator that oversees its success from start to finish. This insures that the mentoring program is headed in the right direction and that the partic... More

December 07, 2018

Women in Mentoring: The Mentee

Did you know that gender diversity on an executive level enhances an organization’s performance? When researching women in management, we found that women only hold 24% of senior roles across the globe, and that there is an abundance of global organizations that do not have women in any senior posit... More

November 30, 2018

Women in Mentoring: The Mentor

Have you ever wondered why we see more men as mentors? We believe this is because mentors are usually in a senior position and we often see more men occupying those positions. In fact, studies have shown that men are 40% more likely to be promoted to senior positions than women, so they would also b... More

November 16, 2018

Modern Mentoring: Where has the Evolution of Mentoring Led Us?

Traditional mentoring is evolving with the advancements in technology that are making their way into the workplace. These evolved types of mentoring have been termed modern mentoring. Modern mentoring has become a popular way for organizations to attract and retain younger generations of employees,... More

November 09, 2018

Measuring the Success of Your Mentoring Program

Over the past decade, wehave seenanincrease in the number oforganizationsthat want toincorporatementoringinto their culture.This is because mentoring continuously proves to be effective in employee development, engagement efforts, and encouraging employees to connect with one another. While the ... More