Finding ways to attract top talent to your workplace is a challenge for nearly every organization. Most industries are suffering from a skill shortage and, according to Business News Daily, about half of employers say it is taking a long time to find someone to fit their vacancies.
The high competition to attract top talent demands that organizations offer incentives to job seekers to try and find the best employees in the workforce.
Benefits, flexibility and on-going training are some of the things that quality employees are looking for in a company. Researchers have found that most job seekers are looking for companies to work for that will help them achieve their goals. This includes flexible work options, opportunities to advance and life/work balance.
About one in every five job searchers is looking for the opportunity to develop themselves professionally. This includes mentoring programs that can help propel talent through the organization. In fact, Glassdoor found that almost half of all job seekers (48 percent) were looking for a company that offered benefits.
Future of work
Another important consideration for organizations is that by next year 46 percent of the workforce will be Millennials, which means that employers need to pay attention to the demands of job seekers from this generation. They also need to learn how to best communicate what their company has to offer. A report by UNC’s Kenan-Flager Business School notes that the Millennial generation places a high value on training and development opportunities. In fact, statistics show that employees who are mentees have a 23 percent higher retention rate.
“Some organizations have taken coaching and mentoring a step further by instituting reverse mentoring programs, which allow Millennials to share their technological knowledge to other generations in the workplace,” the report states.
Further statistics from a Deloitte study found that Millennials who indicated they plan to stay with their current employer for more than five years were more likely to have a mentor (68 percent).
Moreover, Forbes has noted that in 2019, more businesses will take workplace mentoring seriously. In fact, experts predict that mentoring will take on “a full-time component of the workplace environment and a vital part of contemporary job culture.” The article also notes that organizations are capable of having a mentoring program in their workplace regardless of their size.
Promoting your mentoring program
When it comes to promoting your mentoring program there are a few steps that will make your efforts more successful. These include:
1. Have a plan. Know what your mentoring program is about and what it can offer to new employees. Also, be clear about your goals for the program. Are you looking for high performing employees? Does your company want the mentoring program to help with diversity issues? Be clear on what your program can and can’t do for your employees. If you are not sure if your workplace mentoring program is working, review it.
2. Develop the registration process. Workplace mentoring programs need to have a good registration and matching process. Mentoring software is designed to help with both requirements. Not only can programs like Together gather the important participant information, but it can also create a good match within minutes. The algorithm that Together uses can also be modified to fit what your organization is looking for in a match. This also means that you need to have your questionnaire at hand when you are talking to employees about the program.
3. Information. When you are talking to someone about your organization’s mentoring program, it is a good idea to have something to leave them with, for example, a brochure or poster, that can reinforce the program. When you are looking at attracting new talent, be sure that there is such a handout or even a webpage where they can go for more information.
4. Real life stories. If your workplace mentoring program has been running for some time, it is worth collecting some success stories and using them to promote the program. When new employees or possible hires are able to see some real-life stories about how mentoring shaped their lives, and careers it can make the mentoring program more attractive. Be creative in how you present these testimonials, whether by using quotes or videos, keep it interesting and relevant to your audience. In fact, most marketers recommend using video testimonials because they are so powerful. “Customer testimonial videos offer your audience a human story with a real person to connect with through voice, emotion and body language. When you’re able to develop an encouraging emotional connection with a viewer, you have a higher chance of convincing them to buy your product or service,” Randy Soderman of Soderman Marketing told Forbes.
5. Word of mouth. Word of mouth is a powerful tool for promotion. The more success you have with your mentoring program, the more you can expect people want to be involved. This means including temporary employees, like interns, in the program. Most organizations will employ interns at some point. Most often, interns can be intimidated by the workplace. A workplace mentoring program can benefit interns by orientating them to the organization and offering them some guidance. In exchange, mentoring situations for interns can make them a more valuable talent for the company. They can also be a key component in advertising your mentoring program to others when they leave.
Statistics show that there is a skill shortage in most industries and many job seekers are looking for a company that offers opportunity and incentives such as flexibility or on-going training.
Mentoring programs create a company culture that is attractive to job seekers. Organizations that demonstrate their willingness to invest in their employees are ones that offer a long-term vision for their staff. These are the companies that show they value their employees.