I’m well aware I’m repeating myself, but when the economy turns around not only will the currently unemployed be looking for work, but so will the currently employed. The job market will be more flooded with candidates than it’s been since the recession began. So, if you are an employer, I highly recommend working on a strategy now to retain the employees you have and hire top talent from the Classes of 2008, 2009 and 2010. My suggestion? Start a mentorship program.
Dave Cofer–the founder and president of Cofer Consulting Solutions, a firm with expertise in attracting, developing and retaining young professionals–and I recently presented a webinar on this topic, the slides of which you can view below.
Candidates: I always suggest asking during the interview process what systems are in place to support entry-level/junior hires. After all, you’re likely going to be giving a little on salary in this economy, but there’s no excuse for giving an inch on benefits such as a mentorship program that can be done without costing the organization a dime.
I have several mentors, and I’m always on the hunt for more! I have mentors in my industry as well as outside of it. Without them, I doubt I would be where I am today, as their guidance has truly been priceless.
Does your organization offer a mentorship program or something similar? How beneficial do you feel such a program would have been when you were first starting out?