The IT community is in the middle of a Talent War. Many companies are still spending a ridiculous amount of resources simply attempting to find and retain skilled new workers. One of the cheapest ways to find new talent is to hire those coming directly out of college, the millennials. However, hiring new talent that has no real world experience has its issues as well. The skill gap can cause you to spend time and resources on talent that just might not ‘get it’.
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One of the best strategies to attract Millennials, and close the skill gap in the most efficient way possible, is to offer mentorships to the incoming talent.

Millennials have grown up in an environment where they constantly seek the advice of another, and social media has only strengthened this environment. So, unlike previous generations, Millennials are generally more interested in finding a mentor.

Take a look at this study conducted by Deloitte, in the study it is shown that Millennials look closely at whether or not the company they’re interested in offers mentorships. In fact, when asked how much time would ideally be spent receiving coaching or mentoring in a typical week, Millennials’ believed that at least 3.6 hours should be spent. Additionally, it is shown that Millennials that have a mentor are more likely to stay with the organization for a longer period of time.

Keep in mind, mentorships are not only beneficial for Millennials. They are also beneficial to incoming employees that may not have the full skill set you need, and to the mentors themselves.

Here are a few reasons Mentorships should be prioritized in your talent retention strategy:

Help Millennials Feel More Prepared in Their New Workplace

Having a mentor can help new inexperienced talent learn to think about a problem in different ways. They can be given advice at a crucial point in their career that would otherwise take years to learn on their own. Additionally, a mentor can help their mentee by showing them around the company, introducing them to the staff, and creating better visibility as a whole.

Give More Experienced Employees a Change of Pace

Employees that take on a mentee are given a chance to test their leadership skills, have the ability to show their expertise in a given field, and also learn from their new mentee. Older talent, without a doubt, has knowledge about the company and skills that should be passed down. But, to turn things around, millennials have a fresh new perspective and some newer skills that can be shared with their new mentor.

Overall Growth

When you invest in a mentorship program, you’re investing in a variety of aspects throughout your company. Closing the skill gap, talent retention, keeping more experienced talent satisfied, and overall ensuring the entire team is motivated to produce high quality work for the company.

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