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Hiring managers and job seekers alike see the benefits of offering mentoring programs, which can aid recruitment and retention in the year ahead. according to a December 13 report by Express Employment Professionals.
Most job seekers and hiring managers supported mentoring programs for upskilling and upskilling opportunities, attracting prospective employees, and fostering greater bonds among employees.
“A corporate mentoring program is like a shortcut to success,” Bill Stoller, CEO of Express Employment International, said in a statement.
“It’s a practical way to transfer knowledge, improve skills and foster a culture of continuous improvement,” he said. “By connecting experienced people with people who want to learn, companies not only enhance employee development but also build a stronger, more collaborative workforce.”
In a survey of more than 1,000 hiring decision makers and more than 1,000 US adults, 82% of hiring managers said they believe job candidates are more attracted to companies that offer mentoring programs. Eighty-five percent of job seekers agreed.
About two-thirds of hiring managers said their company offers on-the-job training/up-skilling, followed by mentoring (40%) and reskilling programs (31%). Among those who offer mentoring programs, 81% said they do so for upskilling reasons.
Additionally, 2 in 5 companies offer mentoring programs to reduce brain drain and keep older workers engaged, particularly as companies lose employees to retirement, as well as their institutional knowledge and experience.
Among companies that do not have a mentoring program, 52% said they are likely to implement one in the next two years.
Formal mentoring programs may increase as more companies say they plan to implement one in the coming years, according to a report by the Association for Talent Development. Although face-to-face conversations remain the most common way to provide coaching, virtual programs have also grown in popularity.
Mentoring and sponsorship programs can too strengthening diversity, equality and inclusion initiatives, according to reports of successful programs at FedEx and Edward Jones. Senior leaders, in particular, can highlight underrepresented talent by guiding them in career development and leadership skills.
When considering back-to-office and hybrid policies this year, employers may consider emphasizing the opportunities for mentoring and learning while at the office. A report by WFH Research found that employees spend more of their workday on mentoring, training and professional development when they are onsite.
Mentoring can also play a key role in succession planning, HR experts told HR Dive. With a transition plan in place, mentoring can help a new leader gain on-the-job training and retain the departing employee’s institutional knowledge.