The Coaching Model of Job Placement Assistance
Part 2: How We’re Doing It Better
Read Article 1 of this series here.
In the first article of this series, I shared why our profession needs a mindset shift—embracing technology, customizing over personalizing, and redefining our role. Now let’s talk about how I changed my practice to do job placement better, and how you can too.
To best serve our job seekers, our role needs to change from “job placement assistance” to “job placement coach”.
As Vocational Rehabilitation Counselors, we’re no longer simply assuming the logistics, greasing the wheels, and helping with placement. The process of finding a job is now completely reliant upon the applicant.
Today’s job seekers don’t just need to be computer literate; they need to know how to navigate AI-driven systems. That means:
Learning how to apply for jobs online.
Understanding applicant tracking software.
Identifying and using the right keywords in résumés and applications.
In addition, the rise of in-session authentication software on job application sites means our job seekers must be logged in under their usernames. We literally cannot do it for them.
The coaching model of job placement assistance
Before, the greatest impact I could make for my job seekers was by teaching them the process but also doing the groundwork for them. That included: finding them job leads, helping them understand the basics of job searching, preparing them for interviews, and making a lot of contact with their prospective employers.
Let me be clear, I still do all of the coaching and teaching for every step of the process.
Mandatory Training
First, I require my applicants to attend training sessions with me and my team. All our major training occurs in the first three weeks and covers topics such as:
Understanding your abilities and how it relates to the world of work
Understanding your skills
Developing an appropriate resume
Creating an appropriate online social media profile
Learning how to find and read legitimate job leads
Tailoring a resume and cover letter for a particular posting to get past those pesky AI applicant tracking software systems
Interviewing skills
Advocating for yourself as an employee
Understanding the legal guidance from the EEOC on what can (and cannot) be brought up by the employer in the hiring process
How to determine/ask for reasonable accommodations
How to recognize and accept the change in defining your professional identity
Understanding the hiring process and how to negotiate your salary
What to expect in the hiring and training process
Learning by Doing
Following each training, every job seeker is assigned tasks to reinforce the skills they learned about. By the second week, our job seekers are confidently submitting applications. By the end of the third week, they are prepared to interview.
As the trainings conclude, we are in the fast-and-furious process of submitting applications, going on interviews, all while consistently reiterating and refining the skills they now have.
Resources
I love being a resource for my job seekers. I also recognize that there are a number of other ways that they can acquire information. I introduce every job seeker to other reputable ways to obtain information so they can have multiple perspectives to find what fits them best. Just a few of the resources I want my job seekers to be confident using:
AI software
Learning to identify legitimate social media influencers who make content with tips for job searches, interviewing, and more.
Ways to answer common interview questions.
How to get free training for skills they may want to have for a future career or feel they need to update
Local professional networking groups specific to the industry they want to go into
This coaching process allows my job seekers to thrive in a new technological environment when I cannot get in and do the logistical work. It also gives them the tools to look for job opportunities in the future, should the need arise.
With our new Coaching Model, so far in 2025, all the job seekers in my firm have received a job offer within 8 weeks of participating in the program.
Moving Forward
Real results and better outcomes mean we are doing something right.
If you’re curious whether this approach might work on one of your cases, let’s talk.
Refer a Job Seeker for Support
If you have a workers' compensation client who is struggling to secure employment or is not back to work after reaching MMI, we’d love to help. The first thing we will have to do is develop their vocational profile and determine the appropriate positions they can now perform. When realistic options exist, job placement is an excellent option.
Email us at admin@kelseamills.com to get the process started.
Incorporate this model into your practice
If you are a Vocational Rehabilitation Specialist or job coach and want to learn more about this model, please reach out. Professional development and training is definitely an option, either one-on-one or in a collaborative session.
The big takeaway
The past few years have reshaped nearly every part of how people find, do, and keep meaningful work. The old playbook built does not fit in a world defined by remote hiring, AI screening, and fast-moving expectations.
What hasn’t changed, however, is why we do this work. Vocational rehabilitation has always been about restoring dignity, purpose, and stability through employment within the job seeker’s abilities.
The how must evolve, but the heart of our profession remains the same.
