Ask HR: What to Look for in a Career Coach

SHRM President and Chief Executive Officer Johnny C. Taylor, Jr., SHRM-SCP, answers HR questions each week.

Do you have an HR or work-related question you’d like him to answer? Submit it here.

I’ve been in the same role for several years and feel stuck. I know I want to make a change, but I’m unsure what direction to take. Would hiring a career coach help me figure out my next steps? How do I find one that’s the right fit? – Eugene 

Feeling stuck in your career can be overwhelming, but taking proactive steps — such as working with a career coach — can provide clarity and direction. A good career coach will help you assess your skills, interests, and long-term goals, guiding you toward the right career path.

Before committing to a coach, take these steps to find the right fit:

• Clarify your needs. Are you seeking a career change, leadership development, or job search support? Identifying your main goals will help you choose a coach with the right expertise.

• Check credentials and experience. Look for certifications from reputable organizations such as the International Coach Federation. Coaches with experience in your industry can provide more tailored advice.

• Look at reviews and success stories. Client testimonials and case studies can give you insight into a coach’s effectiveness.

• Schedule an introductory call. Many coaches offer free consultations. Use this time to gauge their coaching style, ask about their approach, and ensure their personality aligns with your needs.

• Understand the process and costs. Career coaching can be an investment, so ask about session formats, expected outcomes, and pricing before deciding.

A career coach can be a great resource, but real progress comes from taking action. Stay open to new possibilities, put in the work, and use the insights from coaching to create a career path that excites and fulfills you. Best of luck!

When a potential employer calls a job applicant’s previous employers, what can they actually find out about the applicant? Can they ask about whether they were fired and why? – Robert 

Potential employers conduct reference checks to verify your work history and assess your past performance. They can ask about your job title, responsibilities, work ethic, ability to work with others, and overall job performance. Some may also ask whether you’re eligible for rehire.

When it comes to terminations, the information that can be shared depends on company policies and state regulations. While some employers will confirm whether you were terminated, they may avoid sharing details due to legal risks. Others may disclose the reason if their policy permits or if required by industry regulations, such as those in health care and education.

However, certain topics are off-limits. Equal Employment Opportunity laws prohibit employers from asking about age, religion, disabilities, or other protected characteristics. Some states also have laws restricting the disclosure of salary histories.

Many companies require a signed release before providing details beyond basic employment verification. Even with a release, some will confirm only job titles and dates of employment.

The best approach? Be honest about your work history. If a past job ended on difficult terms, prepare to address it professionally and focus on what you’ve learned from the experience. Transparency goes a long way toward building trust with potential employers.