Many mentoring programmes launch with strong designs, motivated mentees and ambitious goals—but still fall short when it comes to securing the right mentors.
For programme managers, especially those coordinating pro bono or volunteer-based initiatives, mentor recruitment often becomes the biggest barrier to getting a programme off the ground. And yet, in many cases, the issue isn’t a shortage of willing professionals—it’s how the opportunity is framed and communicated.
In this post, we explore five common missteps that may be holding your recruitment efforts back—and offer ways to rethink your approach so mentors feel compelled to step forward.
Too many recruitment messages focus solely on how mentors will help others. But mentoring isn’t just a favour—it’s a reciprocal relationship. Experienced professionals are more likely to say yes when they see what’s in it for them, too.
Are you communicating the professional and personal benefits of mentoring?
Think:
The shift: Stop selling altruism alone. Speak to mentors’ ambition, curiosity and desire to make a meaningful contribution while growing themselves.
A vague ask like “Would you be willing to mentor?” is heavy—especially without clear boundaries. Most people aren’t saying no to mentoring; they’re saying no to the unknown.
Have you made it easy to say yes?
Be specific. Outline time commitments, what support they’ll receive, and how long the mentoring relationship will last. Offer different levels of involvement—light-touch vs deeper engagements.
The shift: Make the first step small and clear. A defined, time-bound, well-supported role is much more appealing than an open-ended commitment.
Programme managers often focus on the structure, timeline and goals. That’s important—but it’s not what hooks a mentor.
Have you introduced your potential mentors to the real people they’ll be helping?
Try:
The shift: Lead with human stories, not programme logistics. People sign up for people, not processes.
Mentoring can feel isolating—especially in one-to-one formats. But when mentors see they’re part of a wider community, it changes everything.
Are you creating a space where mentors connect with each other?
Don’t wait until after recruitment. Highlight this upfront:
The shift: Build and sell the community before they join—not after.
It’s tempting to write the recruitment messages, build the slide decks, and send the emails all from your own perspective. But have you spoken to the mentors you’re trying to reach?
Do you know what your mentors value—and what’s turning them off?
Ask:
The shift: Co-create your recruitment approach with the very people you’re hoping to attract.
We often talk about keeping mentors engaged. But the real challenge for many programmes is attracting the right mentors in the first place. That starts by changing the story we tell.
So pause for a moment. Revisit your recruitment emails, your slide decks, your outreach strategy. Are you:
If not—now’s the time to change tack. Great mentors are out there. They just need a reason to say yes.
Want to go deeper? Our Running Effective Mentoring Programmes course helps programme managers design experiences that attract, engage and retain the kinds of mentors who make real impact—without needing to rely on financial incentives.
