Frequently Asked Questions

  • What happens after I apply?  A Building Builders Team member will contact Mentors to provide a program orientation to learn about mentoring preferences, such as areas of expertise. Mentors should provide 2 professional references, a resume, and/or their LinkedIn URL. Eligible Mentors are placed on a waitlist. 
  • What is the Chronus mentoring platform? Building Builders uses the Chronus mentoring platform as a user-friendly system to track progress, record milestones, and log meetings and communications. If the Mentors personal information changes, they should update their Chronus profile accordingly (e.g. address change). More information will be provided when the Mentor is accepted into the program.
  • What can I expect? Mentors are expected to provide their Mentee with at least 1 hour of interaction per month. As a province-wide mentorship program, most of the mentoring is virtual, with the possibility of in-person mentorship (when available). Building Builders uses the Chronus mentoring platform as a user-friendly system to track progress, record milestones, and log meetings and communications. 
  • Who are the Building Builders Mentees?   Building Builders Mentees are over the age of 18 years old, legally entitled to work in Canada, residents of BC, new to the construction industry or wanting to advance their career in construction. Most Mentees are construction-trades focused. Other Mentees are looking to develop their knowledge and skills in construction safety officer, estimating, project coordination, and project management roles. 
  • How long is the commitment? Once matched with a Mentee, we ask Mentors to commit at least 1 hour per month over the duration of a 6-month mentorship. If time allows, we encourage Mentors and Mentees to go beyond the 6 hours to get the greatest benefit from the mentorship.
  • How do I communicate my skills, knowledge, and mentoring preferences? Mentors should enter as much information about themselves in their Chronus profile. The profile can be edited as often as necessary, and should include a resume, LinkedIn profile, education, work experience, and professional references.
  • How do I get matched? The Building Builders Team reviews Mentor and Mentee Chronus profiles to create mentorships based on the Mentor’s skills and experience and the Mentee’s short-term goals and construction area of focus.
  • What are the benefits of mentorship? Mentors in the Building Builders program are volunteers. This is a professional development opportunity for Mentors to showcase themselves as industry leaders. Mentorship provides an opportunity to develop communication, leadership, and problem-solving skills. As a program benefit, Mentors receive complimentary Builders Code training (self-directed, live-facilitated) and resources for themselves and their team (group training is available upon request). An additional program benefit includes the opportunity to access a wage subsidy to provide a Mentee, who is not currently an employee, with a valuable work experience opportunity (up to 160 hours).
  • Who will support me in the mentorship? A dedicated Mentorship Program Advisor acts as a guide, support system, and resource hub so Mentors can focus on sharing their knowledge and helping their Mentee succeed. The Mentorship Program Advisor offers advice, answers questions, addresses concerns, and provides check-ins to help the mentorship run smoothly.
  • Can I mentor more than 1 Mentee at a time? Building Builders recommends that new Mentors start with mentoring 1 Mentee at a time. For more experienced Mentors, Building Builders suggests a maximum of 2 Mentees at a time.
  • How do I record my mentoring time? Building Builders uses the Chronus mentoring platform that includes tools for logging and scheduling meetings. Mentorship Program Advisors are available to support with recording mentoring time. More information will be provided when the mentorship begins.
  • What do Mentors do if they face challenges in their mentorship? Mentors should contact their Mentorship Program Advisor right away. They can help with communication strategies, goal setting, and adjust the match if needed.


Mentor DO's

  1. Commit to at least one mentorship meeting per month. Set aside time for the mentoring process and honour all appointments.
  2. Establish open and honest communication with your Mentee and Mentorship Program Advisor.
  3. Model professionalism. Demonstrate reliability, integrity, and respect in all interactions. Create a safe space where your Mentee feels comfortable asking questions.
  4. Set expectations early and clarify your communication preferences, frequency of meetings, and goals for the mentorship. 
  5. Listen. Focus on understanding your Mentee's experiences, challenges, and goals before offering advice.
  6. Share real-life insights. Offer industry advice, lessons learned, and practical tips that help your Mentee navigate BC's construction industry.
  7. Stay within your role. Offer guidance and support without trying to solve every problem your Mentee may have. You are a Mentor, not a career practitioner, immigration specialist, or counsellor.
  8. Maintain confidentiality and communicate mentoring challenges with your Mentorship Program Advisor if you are unavailable to mentor.

Mentor DON'Ts

  1. Don't ignore communication from your Mentee and/or Mentorship Program Advisor. Your Mentorship Program Advisor is available to support you if you are experiencing challenges in your mentorship.
  2. Don't try to advise on everything. Instead, ask your Mentee to take responsibility for their own professional development.
  3. Don't downplay safety concerns or hazards.
  4. Don't pressure your Mentee into decisions or career paths. Instead, offer options and suggestions.
  5. Don't provide your personal history, problems, animosities, successes, failures, political stances, etc. unless they are constructive contributions related to your Mentee's professional journey. Instead, maintain professional boundaries.
  6. Don't provide unsolicited criticism. Instead, focus on constructive, requested, or relevant feedback.
  7. Don't make promises you can't keep. Instead, be realistic and support your Mentee in finding their own direction.
  8. Don't share confidential information with or about your Mentee. Instead, protect trust and privacy.