Organization Attractiveness
My team and I continue to discuss the impact of workplace mentorship programs and the value they can bring to organizations. This past week we were thinking about mentorship through the lens of talent recruitment and talent acquisition. Asking ourselves …
What is it about an organization that is attractive to talent?
Highly talented people have always had many employment options and the pandemic has made it harder than ever to attract these individuals.
While a good salary is important, talented individuals are looking for much more. They are looking for opportunities where they can continue to grow and become more valuable. Rather than (or at least in addition to) a boss, they want support from a person who is committed to helping them develop capacities essential to long-term success. A person who is willing to:
communicate rather than just give orders
help them develop essential relationships
engage in ongoing conversations and provide immediate feedback not just an annual review
In other words, isn’t talent looking for an organization that provides mentorship?
From our research, ensuring talent is provided quality workplace mentorship is a proven means:
of communicating you are committed
of planning to accelerate the acquisition of important new skills
of demonstrating commitment to growth and advancement in the organization
of creating connections and interactions that lead to the development of important relationships within your organization
What are your thoughts? How valuable is mentorship to your workplace? Is mentorship something your organization is trying or plans to try? In today’s ultra-competitive talent market, have you considered a workplace mentorship program a selling feature to your prospects?
