Effective and efficient career coaching
In Finland, it’s almost the norm, and partially also dictated by the change security law, that on the termination of employment, the person being dismissed will be provided with support in finding a new job. This way, the employer takes care of their social responsibility and improves their profile as an employer. Those being coached often welcome the guidance and appreciate it when the employer organises quality training for them that is genuinely effective.
Effective and efficient training not only shares information, but provides the support of a holistic and expert career coach, which brings structure to the job search, strengthens self image and helps create positive hopes for the future. It is not enough to just provide an information pack on using social media in the job search or updating the CV.
Dealing with the transition period must be a part of the training. This period is different for every individual and its duration varies. This is why the coach must be able to take into account its psychological impact. If the transition period is not addressed in the start of the training, it will almost always come up after a while. The trainee must be able to explain to themselves what has happened, why their employment was terminated, and what they will tell prospective employers about the situation when job hunting.
The job search is a dynamic process
This is why coaching is not just about sharing information, but also for providing psychological support. It is also about learning to identify your own professional competencies and strengths. Few can list their core competencies at the drop of a hat. This is why it is important to exercise this ability. There is no point in lecturing about how a CV is made, if you don’t even know what to write in it. Being able to describe your competence is the cornerstone of the job hunt, and not whether your CV is green or what font to use.
Finding a new career and the job search are dynamic processes. Goals can change and the type of roles being applied for can change. The pace of the search can also fluctuate. That’s why you must have the opportunity to reach your coach in a flexible way during the training. Training must also be long enough. Sometimes there is a rush to prepare for a surprise interview, at other times you need to finish application materials before a deadline. At these times it is not helpful if the meeting with the coach is not until the following week; instead, help is needed right away.
Even after the CV has been polished and interviews have been practiced, support can be provided in many types of situations. Every recruitment process is different. Long term support helps in getting through new situations, possible disappointments and starting the process again based on learned experiences.
This is why the employer ought to ensure that the service provider supports the individual in a flexible and holistic way. Separate information dumps or a couple of odd meetings are not enough. It benefits the individual to have a coach who is experienced and who knows the ins and outs of recruitment, who can also help discover the strengths of each individual and support them on their path at just the right time.