Being unable to recruit a sufficient number of mentors or coaches is a frequent problem for many higher education institution coordinators but with the right approach and persistence this can be overcome. It is advisable to apply similar guidelines as you would if you were recruiting for a job role making few, if any, allowances. What needs to be avoided at all costs is accepting applicants who are not really suitable for the role in order to meet your target number. It is much wiser to stick firmly to your selection criteria and deliver a smaller programme. Alternatively, if there is time to extend your search to other groups or improve your promotional material or recruitment methods, then do so. Allowing less than suitable applicants to take part is likely to lead to the failure of the programme or at the very least to poor quality mentoring or coaching. It is tempting in some cases, and I have certainly personally made this mistake in the early days of my work. To give an example, I have interviewed very personable and able students who arrived slightly late to their interview without their giving any proper excuse. Against my better judgement I have given them the benefit of the doubt and offered them a place on the training, to which they also arrived late. If they have then subsequently gone on to be matched with a learner, inevitably they have been unpunctual for these meetings too, resulting, quite rightly, in complaints or poor feedback.
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