Client and coach success hinges on the ability to see around the corner in hiring and professional development. As a strategist, I wanted to learn more about the future of work and identify what the major pain points were in the marketplace. So, I designed a small-scale social experiment with an ambitious timeline.
I reached out to a diverse group of career coaches who I felt were forward-thinking and already running a modern practice. My call had three general topics: coaching sweet spots, approximations for the future of the industry, and how the resume has evolved over time. I talked with thirty coaches in thirty days.
No Two Coaches Are Alike
There is no blueprint for the coaching model. The most engaging coaches I met used a mix of their professional background and interests to carve out a wholly unique niche. While one coach had an engineering background and used sophisticated technology to help push his clients to the top of the heap, another coach relied on eliminating damaging mindsets that impede career progress.
Valerie Martinelli, of Valerie Martinelli Coaching, explained that clients should partner with a coach who understands their industry and communication style. She emphasized that coaches should be prioritizing fit and looking for clear signs of a client’s willingness to evolve.
Your Resume is Now Make-or-Break
As ATS (applicant tracking systems) gain ubiquity in the marketplace, resumes and online profiles have moved from “important” to “essential”. Due to the complexity of preparing a resume, many coaches are building strategic writing partners (with companies like mine) to ensure they’re capping-off a client engagement with a resume that gets immediate traction. Optimization is no longer an option—otherwise, risk invisibility.
AI Is Already Here
Your prerecorded interview is monitored by facial recognition technology, measuring blinks and eye movement, micro expressions, and estimating your body temperature to approximate preparedness and other (creepy) things like honesty and confidence.
Closer to home, many ATS platforms are turning “proactive” by identifying soon-to-be understaffed business units and supplying managers with a shortlist of candidates in advance.
In other words, clients with outdated profiles may be getting passed over before the job has even posted.
The General Public Is Unaware of How They’re Being Measured
Most clients don’t know that they’re being keyword scored and ranked—Millennials to Baby Boomers. The lack of education in the marketplace is astounding.
Coaches will become the new authority on explaining the importance of maintaining an online identity to their clients.
The Future is Unwritten
Most coaches feel that they should have a say in how talent is being evaluated by employers. Many forecast some kind of activism as Silicon Valley attempts to profit off of the hunt for talent in unusual ways and continually lowers the intellectual burden on hiring managers.
We need to ensure that the future of talent hunting and placement doesn’t confound the existing problems.
Beyond the eye-opening career development knowledge I gained during these conversations, the experiment reinforced my hunch that successful individuals are predisposed to helping others. My challenge to readers: work with your coach to construct an experiment of your own and enjoy the journey—your career may depend on it.
About the Author
Nicholas Crown is Founder and Chief Strategist of Resume Atelier, the choice provider of optimized resumes and LinkedIn profiles for Valerie Martinelli Consulting.