Gap analysis can also be conducted on company divisions, geographic location or other demographics. If a program is heavy with mentees from operations and mentors from manufacturing, for example, mentor outreach can be focused on recruiting more mentors from operations areas of the company. Gender, race and age can also be reviewed to see if there is a gap between the composition of the mentees and the mentors.

For small mentoring programs, the development needs, areas of expertise and other participant demographics can be tracked and counted via a spreadsheet. Larger programs can take advantage of corporate mentoring program technology that automatically provides demographic reports. Either way, the results offer a guide for targeted mentor recruitment.

Other than that, the tactics are identical to standard recruitment, including:
• Seeking nominations from senior managers.
• Making mentoring part of manager development goals.
• Identifying high-potential employees.
• Conducting a call for mentors using company newsletters, bulletin boards, intranet, posters and email.
• Showcasing mentorship success stories at manager meetings.
• Building a culture where mentoring is viewed as an integral part of the work experience.

By utilizing gap analysis and targeted mentor recruitment, managers can set the stage for more successful matches that truly meet mentee needs.

Beth N. Carvin is the CEO and president of Nobscot Corp., a global technology firm that focuses on employee retention and development. She can be reached at editor@talentmgt.com.