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Job Coach Job Description

How to Hire a Job Coach

Once you have selected your Job Description download it or convert it to a Job Advert. From here you can post/advertise your job across our network of job boards. If you wish to use the job description for a CV Template click through for advice and Convert to a CV

Job Coach Job Description

We are recruiting for an experienced Job Coach to help people find suitable job openings and career advancement opportunities. Working as a Job Coach your responsibilities will include helping clients to prepare for job interviews, recommending effective job search techniques and working with clients to enhance their job skills. You should also be able to address any concerns employers may have regarding the hiring of clients with disabilities.

To be successful you should be knowledgeable of different career paths and committed to helping clients achieve their employment-related objectives. Ultimately, an outstanding Job Coach should be able to build rapport with clients and demonstrate excellent organisational, analytical, and problem-solving skills.

Job Coach Duties and Responsibilities

  • Proven experience working as a Job Coach.
  • Sound knowledge of different jobs and career paths.
  • Proficiency in all Microsoft Office applications.
  • Strong problem-solving and analytical skills.
  • Excellent research, organisational, and time management skills.
  • Effective communication skills.
  • Bachelor’s degree in Human Resource Management, Psychology, or related field is preferred.

Job Coach Skills and Requirements

  • Developing and implementing effective coaching strategies to help clients overcome employment-related challenges.
  • Identifying clients’ strengths and advising them on how to use those strengths to secure employment or excel in their chosen career path.
  • Providing information on suitable career paths based on clients’ skills, qualifications, interests, and experience.
  • Conducting tests to assess clients’ skills and abilities and providing feedback on test results.
  • Reviewing clients’ resumes and suggesting improvements as needed.
  • Maintaining accurate records of clients’ progress.
  • Liaising with employers to identify possible job opportunities for clients with disabilities.
  • Teaching clients with disabilities how to use job-related tools, instruments, and equipment correctly.
  • Proven experience working as a Job Coach.
  • Sound knowledge of different jobs and career paths.
  • Proficiency in all Microsoft Office applications.
  • Strong problem-solving and analytical skills.
  • Excellent research, organisational, and time management skills.
  • Effective communication skills.
  • Bachelor’s degree in Human Resource Management, Psychology, or related field is preferred.

Personalising Your Job Coach Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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