Graduate recruitment mentoring is a valuable tool for retaining top talent and increasing employee satisfaction. Many organizations along with realizing the importance of mentoring for Corporate Social Responsibility have started to realize the importance of Graduate recruitment mentoring too. New employees who are in their first and second job with this program, gain new knowledge, and improve their existing skills. A well-defined recruiting with mentoring scheme enables the recent grads to make new acquaintances in their new team. It also helps them feel more comfortable in their role.
Universities are working hard to minimize the student attrition rate. To do that, all new grads must successfully adapt to the new learning environment. That’s where mentoring programs for graduate recruitment help. All students could use this type of help. A mentor could answer their questions and offer them all the right support.
Steps to Create a Graduate Recruitment Mentoring Program
Recent graduates quit their first job because there is a mismatch between expectations and reality. The graduate turnover can be reduced by launching a graduate recruitment mentoring program. The basic steps are similar to mentoring for healthy company culture but the purpose differs.
Follow these steps to create a successful graduate recruitment mentoring program in your organization:
Define the Purpose
The purpose of a graduate recruitment program is to support the professional development of employees, increase their satisfaction level and commitment to the company. Most of all, the purpose is to retain these new hires.
These goals make this monitoring program just as important as Mentoring for Diversity and Inclusion. It’s important to ensure that the purpose of the program matches the business objectives too.
Create a Structure
The next step is to develop a clear structure. This includes whether this type of mentoring is obligatory for all fresh grads joining the company or employees can opt-in.
Determine where the meetings will take place and allot different timings for each group of mentors and mentees. Depending on the budget of the company determine if the participants will free a certificate or not.
Pair the Mentors with Mentees
Just like pairing the mentors with mentees is critical in the case of reverse mentoring, so is in this recruiting with mentoring scheme.
Pair by keeping your ultimate goal in mind. For instance, if you want the employees to develop skills for a specific role, pair them with a senior member from their own team.
For a mentee to learn new skills and adapt to the organization, they must go beyond their comfort zone. The role of a mentor here is very critical. The more welcomed they feel, the more comfortable they will feel.
Review the Process and Track Progress
Once the mentoring program is launched whether it’s mentoring for diversity and inclusion or any other, it’s important to review the program continuously. It’s best to get feedback from the mentors and mentees.
For a detailed analysis, use mentoring software. It generates reports on the progress of the overall program as well as individual mentees. These reports will give insight on which mentee is performing the best.