I’ll just say it.

If we, as career coaches, aren’t keeping up with how hiring works today, our clients are already at a disadvantage.

Because job searching isn’t what it used to be.

And for so many of the people we’re coaching right now, especially those who have spent years, even decades, in “secure” jobs, this is their first job search in a long time.

They’re coming to us confused and frustrated. Not just because they weren’t expecting to be here, but because they have no idea how the process works anymore.

And honestly? 

I don’t blame them.

More Hoops, More Hurdles

A client told me recently:
“The last time I looked for a job, I sent in my resume, got an interview, and had an offer in a few weeks. Why is this so much harder now?”

I wanted to say, “because the hiring process has turned into an obstacle course,” but instead, I walked them through the reality:

✅ More barriers between job seekers and decision-makers.
Years ago, you found a job, applied, and got in front of someone who could actually hire you. Now? There are layers—AI screening, applicant tracking systems (ATS), recruiters acting as gatekeepers, and, in some cases, multiple rounds of interviews before even speaking to the hiring manager.

✅ The rise of “ghost jobs” and hiring delays.
Clients are applying to roles that disappear overnight because companies post jobs they never intend to fill or because they decide to hire internally. Others get through the first few rounds, only to be ghosted when budgets freeze or priorities shift.

✅ Networking matters more than ever.
Sending out applications and waiting for a response isn’t enough anymore. If our clients don’t have a strong network, they’re at a serious disadvantage. The people getting hired fastest aren’t just the most qualified—they’re the ones being referred in.

And this isn’t just frustrating for job seekers, it’s exhausting. If we aren’t staying on top of these shifts, our clients are left wondering why they keep hitting a wall.

We Need to Bridge the Gap

Some career coaches are still giving outdated advice. 

And when we do that we set our clients up to fail.

We have to understand what’s happening in hiring right now. Not just what worked five years ago. If we don’t, we’re missing a huge piece of the puzzle.

If we want to help our clients navigate this market, we have to make sure they’re prepared for the realities of today’s hiring process. That means:

💡 Teaching them how to get past AI and ATS filters.
Their resume needs to be keyword-optimized for the job description, formatted for ATS compatibility, and tailored for every role. If they’re sending out the same generic resume to 50 jobs and getting no responses, this could be why.

💡 Helping them embrace networking (even if they resist it).
Some clients hate the idea of networking. They think their experience should “speak for itself” or that they “shouldn’t have to ask for favors.” Networking isn’t optional anymore. It’s how people get hired. If they don’t have a network, we need to help them build one.

💡 Setting expectations about the timeline.
Job searches are taking longer. If a client comes in expecting a new role in six weeks, they’re going to hit a wall fast. We need to be upfront about how long this process really takes and help them create a plan that keeps them moving forward without burning out.

💡 Guiding them through the emotional side of the job search.
Especially for clients who have never been laid off before, this is a career shift AND an identity shift. There’s grief, there’s self-doubt, there’s imposter syndrome. We need to acknowledge that and help them move through it.

We Have to Evolve Too

If we’re not adapting, we’re failing our clients.

The hiring landscape is shifting, and we have to be the ones who understand those shifts before our clients even know to ask about them.

So, let’s do the work. Let’s stay informed. Let’s make sure we’re guiding our clients with advice that actually works in this market.

Not the job market of five or ten years ago.

Because if we don’t? Our clients will be the ones left struggling.

What changes have you seen in the hiring process recently? 

Hit reply and let me know—I’d love to hear what’s coming up for you and your clients.

Best,

Heather

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