#JobSearch : Should I Hire A Career Coach? A MUst REad!
As a Licensed Psychologist, I know that one of the hardest steps in the process of starting therapy is determining if it’ll actually be worth it. The second hardest part is knowing where to find a qualified therapist. Consequently, many never begin and continue to suffer needlessly, or wait much longer than they wanted to dive in.
The same challenges exist for job seekers when it comes to career coaching, especially when not earning a paycheck. It seems counterintuitive to spend money at the precise time when you need to be saving it. So, instead you push forward on your own hoping things will work out, and get frustrated and drained if they don’t.
While working with a coach may not be for everyone or for every search, if you’re struggling with the decision or where you can find an experienced job search partner, here’s the scoop:
PART 1. Do I need a coach?
Only you can make this determination, but in my experience, hiring a qualified coach can help you to land a new job faster than going it alone if you meet any of the following criteria:
- You’ve not been in a job search for a long time.
- You’re looking to make a significant career switch.
- You don’t have a strong network and applying online is your primary strategy.
- You haven’t updated your resume or LinkedIn for a few years.
- You’re still exploring and don’t have a clear target or career goal.
- You’re running “from” versus running “to” a new opportunity.
- You’re in a negative place due to chronic unemployment or a difficult exit from your prior company.
- You’ve been searching for a few months and not getting any bites.
- You consistently make it to the first interview, but never the second.
These are just a few of the reasons you might consider hiring an experienced coach, but many professionals who aren’t facing these challenges can find benefit from working with an objective partner during their transition, so it’s worth thinking about. Sometimes a few simple strategy tweaks may be all you need to bust through what’s blocking you and generate new leads.
If you do consider hiring a coach, it’s important to understand their role. They are not headhunters, therapists, or placement professionals, but rather skilled advisors who help you to hone your brand, materials (i.e., resume, cover letters), and job search strategy, as well as assist you in evaluating your networking techniques, practicing for interviews, and building confidence through feedback and insight. They can also serve as accountability coaches to help you stay focused.
Often, they are former recruiters or placement professionals from the “other side of the desk” who now share their insider tips with job seekers. But they can have a variety of backgrounds, certifications and specialties, which can be confusing as a consumer.
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Article continued …
PART 2. Selecting the right coach
Choosing the right coach can feel daunting. How do you know who’s qualified? Who will help put you on the path toward your goals? Are they legit or just out to make a quick buck? Just like when you’re picking a preschool for your child or a centrally located hotel for your trip to London, personal recommendations are a great way to find a compatible coach.
Another often overlooked source might be the career center from your alma mater. Many universities offer ongoing services to alumni or have external coaches they recommend. Failing that, the internet is likely your next best bet. LinkedIn’s Profinder is a helpful resource and can be found under the “Work” tab at the top right of the LinkedIn tool bar.
Unfortunately, there’s a lot of information to sift through online, so here are a few key criteria to help guide your decision:
1- Expertise and Background. While it isn’t necessary for a coach to have direct work experience in the industry/function you are pursuing, it can be helpful if the coach has successfully worked with clients in related areas. As a Switcher, you’ll want a coach who has helped others transition into new careers and who understands the need to rebrand. Also, a prior background in recruiting or executive search enables a coach to understand the employer’s perspective, which can be incredibly valuable as you navigate the hiring process.
Red flag: No public recommendations or testimonials from other clients. Most coaches are willing to offer a reference you can speak with if you’re still uncertain, so be sure to ask.
2- Style/Approach. As with any partnership, fit is a key ingredient for success. Consider what would be most helpful to you: flexibility, structure, an accountability partner? Some coaches have set programs and packages, while others tailor services to your individual preferences or offer hourly rates. Interview a few coaches so you can choose one who’s a good match for your needs and work style. Don’t feel compelled to purchase an extensive three-month package if you just want a resume review. That said, it often takes three to four sessions to assess a job seeker’s potential challenges and create a strategy, so don’t skimp either. This may be one of the most important investments you make in yourself.
Red flag: Inflexibility. While some coaches make use of templates or other structured resources or templates, you don’t want to end up with a cookie-cutter resume or cover letter that doesn’t reflect your brand and specific value. In the competitive world of careers, one size does not fit all.
3- Knowledge/Education. Job search trends continuously change, so it’s important for coaches to keep up. Select a coach who stays updated on current trends and has a decent website where you can learn more about the service offerings. Ask what the coach does to keep up with the latest job search strategies and what part of the career coaching process they focus on (e.g., exploration, job search tools, interview prep). Is career coaching only a small part of the business or the primary focus? This may not be a deal breaker, but it’s something to consider. Also, an advanced degree or specialized certification doesn’t automatically make someone an expert. In the same way, a lack of certain credentials doesn’t necessarily mean someone isn’t a skilled coach. Go beyond the letters after the name. Do they contribute to the field (via blogs, articles, discussions, etc.)?
Red flag: All flash, no substance. Personally, I’m not a fan of coaches who write your resume, LinkedIn Profile or cover letter for you. Usually these are carbon-copy templates, and this process sets you up for failure in the interview when you have to answer deep questions about these materials. No one likes the job search, but you’ll be much more successful (both now and in future searches) if you partner with the coach, rather than pay them to do the heavy lifting.
4- Free consultation and an attitude of candor. For many job seekers, career coaching is a foreign concept. Coaches should be willing to answer questions and offer a brief consultation at no charge to ensure they can help you to achieve your specific goals. Not every coach will be a good match and you both deserve the opportunity to figure that out before entering a contract. If you feel rushed to decide or pressured into purchasing something you don’t want or can’t afford, walk away.
Red flag: The hard sell. Good coaches know where they do their best work and where their limitations are. If it’s not a fit for any reason (e.g., finances, schedule, special need, etc.), they should let you know and recommend another resource.
5- Making Guarantees? A lot of external factors play into whether you’re offered a new position (e.g., industry, level, location, skillset, market, economy, etc.), so be wary of coaches who promise you a job. Even with a great coach, you’ll still be shouldering a lot of the work; if it sounds too good to be true, it probably is. Each client is unique, so one client’s experience could be very different from the next. Instead of false promises, coaches should seek to gain clarity about your goals and any tangible results you desire from the partnership (i.e., you want your coach to help rebrand your resume, hone in on a career choice, etc.). Explicitly contracting expectations and outcomes up front will ensure that incorrect assumptions don’t get in the way of a successful partnership.
Red flag: Making unreasonable promises or the “too-good-to-be-true” deal. Sadly, some firms take advantage of desperate job seekers or those who don’t want to put in the work. A telltale sign is being offered introductions into an exclusive field or a “guarantee” of a job no matter how long it takes for the upfront cost of several thousand dollars. There is no easy path to a great role, so be wary.
6- Practicalities. Don’t overlook the practical aspects of the coaching process, such as the coach’s office location (many work virtually via phone or Zoom, which can be equally effective and very convenient), timezone, schedule availability (weekdays only?), the cost (set price? hourly?), and the methods of payment accepted. For example, coaches who only offer extensive packages may not be a fit if you just want to practice a mock interview. While it’s not uncommon for coaches to require some payment up front, don’t be shy about asking for a payment plan if that better suits your needs.
Red flag: No contract. While not completely foolproof, having a contract that outlines your working agreement will ensure expectations are met in a timely manner and there aren’t any misunderstandings. It may also offer some protection if things go awry.
Many people have lost their jobs during the pandemic, which means there are several people hanging shingles positioning themselves as career coaches. Your chosen coach will be partnering with you on a very important and personal aspect of your life. In addition to the above criteria, you should get a sense the individual is passionate about coaching and genuinely cares about your success.
Do your homework, but trust your gut. It won’t lead you astray. Happy hunting!
Forbes.com | August 19, 2020 | Dawn Graham
