Why the Coach/Candidate Relationship has Become Increasingly Important

The way people search for jobs has always been evolving. From CMS’s beginning in 1981, we have watched how technology has been the key catalyst of those changes - from shifting the focus on paper résumés, in-person drop-offs, direct mail campaigns, phone calls and faxes to the use of email, social media, online job boards, and recruiting platforms. It is especially interesting to watch how these tools continue to be refined as new technologies emerge today.

With the right guidance, these amazing new tools, now primarily driven by AI, can substantially streamline one’s job search. From the sourcing of appropriate openings, creating specific documents to match specific postings, researching companies and career outlooks to shortlisting job options based on AI driven interviews can be incredibly useful and saves an immense amount of time for both job seekers and employers.

However, not everyone who finds themselves in the position to look for new work understands these technologies well or are comfortable using them. And, like most things AI, they are only preliminary tools to be used as a support during a time when we must navigate our way through a variety of undeterminable, quickly-changing variables when making a career transition.

Being out of work involuntarily is unsettling in itself; not understanding why you’ve been let go, where you fit in your market or how you compare to your competitors, not knowing where to start in the writing of a résumé or conducting an effective search are only the preliminary worries new job seekers encounter. Not to mention the stressful effects it may have on their family and responsibilities at home.

This, coupled with overwhelming discussion about the use of AI in today’s media, can make some highly valuable new candidates feel uneasy when they think about implementing a career transition plan. It often makes them feel out of date unnecessarily, which takes an incredible toll on their confidence, paralyzing them – even before they send out résumé number one!

We at CMS have also evolved - in the content development and in  the delivery of our programs - ensuring that we stay up to date in the use of technology in order to keep our candidates (and ourselves) competitive. But, at the same time we have also maintained our commitment to providing personal, human support to every job seeker we are asked to help.  That has never changed – and in fact, has become increasingly important. 

Because all of our full-service outplacement job seekers have unlimited access to their personal program coach, they develop authentic connections with them based on trust and rapport.

Following a layoff, having real, human conversations about feelings, how to manage difficult conversations at home, how to manage financial worries and feelings of low self-worth, where they see themselves in the next phase of their life/career, what is important to them, what is realistic, and how to best get there are crucial discussions that no AI chat bot can replace – even if one is comfortable using them.

The building of the coach/candidate relationship is also key when teaching CMS job seekers how using advanced technology tools can benefit each stage of their job search.  Having a trusted, non-judgemental guide to encourage and support them in becoming familiar with the advantages of AI tools helps to build job seeker confidence, (and subsequent job opportunities) as they delve into unfamiliar territory during an already unsettling time.