How Career Coaching and Peer Support Help Long-Term Unemployed Professionals Return to Work
Intervention Brief​
Context
The long-term unemployment (LTU) crisis that followed the 2007–2009 Great Recession had profound and lasting effects on older, educated professionals, and similar dynamics are at play in Canada today. In the aftermath of the recession, the U.S. economy recovered slowly, leaving many workers unemployed for extended periods, particularly those aged 40–65. These individuals, despite having advanced degrees and extensive work experience, faced significant barriers to reemployment due to the stigma of LTU and age discrimination (Krueger et al., 2014).
In Canada, the COVID-19 pandemic and ongoing economic transitions, such as the global shift to a green economy, have left many older professionals in a similar situation. Recent data shows that the number of long-term unemployed in Canada remains elevated, with older workers facing additional challenges like age bias and skills mismatches in an evolving job market (Statistics Canada, 2023; Neumark, Burn, & Button, 2019). The psychological toll of prolonged unemployment continues to be severe, as job seekers experience discouragement, self-blame, and a decline in confidence (Sharone, 2013). As a result, targeted interventions like the one implemented in Boston, which combine career coaching and peer support, remain highly relevant for Canadian professionals today.
Overview
The long-term unemployment crisis has severely impacted experienced, college-educated professionals aged 40–65 in the Boston area. These individuals, despite their qualifications, struggle to find reemployment due to the stigma associated with being out of work for more than six months, along with age discrimination and other structural barriers. As discussed in The Essential Role of Employment Coaching blog, structured coaching interventions play a critical role in helping individuals overcome these challenges (Buoyancy Works, 2024).
Intervention Overview
The Boston-area intervention was designed to support college-educated professionals aged 40–65 who had been unemployed for six months or more. A total of 102 LTU professionals were matched with 42 volunteer career coaches or counselors, providing personalized job search support over a three-month period. A control group of 22 individuals received no support but participated in surveys.
Key Elements:
- Personalized Career Coaching: Participants received one-on-one coaching sessions focusing on self-presentation, job search strategies, and emotional resilience (Sharone et al., 2015).
- Peer Support Groups: Job seekers participated in group discussions, where they could share experiences and reduce feelings of isolation.
- Survey Feedback: Participants completed surveys before and after the intervention to track changes in emotional well-being and job search progress.
Key Findings
Employment Outcomes:
- 30% of the supported group found employment during the intervention, compared to 18% in the control group. This demonstrates that targeted coaching and support can meaningfully improve reemployment outcomes, even for long-term unemployed professionals (Sharone et al., 2015).

2. Reduction in Self-Blame:
- The intervention significantly reduced self-blame among participants. Initially, 61% of the supported group feared “something is wrong with me,” but after receiving coaching, this figure dropped to 41%. In contrast, the control group saw an increase in self-blame, with 84% expressing this fear after six months (Sharone et al., 2015).

3. Increased Flexibility in Job Search:
- Participants in the intervention broadened their job search criteria, becoming more flexible in terms of industry, job level, and salary. 75% expanded their search to include more industries, 82% considered
 a wider range of job levels, and 77% became open to lower salaries (Sharone et al., 2015).
- Participants in the intervention broadened their job search criteria, becoming more flexible in terms of industry, job level, and salary. 75% expanded their search to include more industries, 82% considered


Mechanisms of Change
The intervention’s success was driven by several key mechanisms:
- Personalized Coaching: Career coaching helped participants reframe their skills and achievements, reducing feelings of inadequacy and self-doubt. This was critical for improving their self-presentation to employers and boosting their confidence (Sharone et al., 2015; Buoyancy Works, 2024).
- Peer Support: Group discussions created a sense of community, helping participants realize that their struggles were not unique. This reduced feelings of isolation and self-blame, which are common among long-term unemployed individuals (Sharone et al., 2015).
- Intermediary Feedback: Structured feedback from coaches provided participants with a sense of progress, even when direct job market outcomes were not immediately favorable. This maintained motivation and prevented discouragement (Sharone et al., 2015).

Relevance for Canada Today
The lessons from this intervention are highly relevant for addressing long-term unemployment in Canada:
- Economic Disruption and Reskilling Needs:
- The Canadian labor market is undergoing significant changes, particularly in industries like energy and manufacturing, where many older workers face job displacement. As in the U.S., these workers may need personalized coaching and support to navigate the transition to new industries and roles (Statistics Canada, 2023).
- Age Discrimination and Stigma:
- Older Canadian workers continue to face age discrimination and stigma associated with long-term unemployment, much like their American counterparts. Addressing these barriers through tailored coaching interventions can help reduce bias and empower job seekers to overcome these challenges (Neumark, Burn, & Button, 2019).
- Mental Health and Well-being:
- Prolonged unemployment has a severe impact on mental health, leading to feelings of self-blame and discouragement. Peer support and coaching are critical for addressing the emotional toll of unemployment, which remains a key issue for many Canadian job seekers today (Canadian Mental Health Association, 2020).
In conclusion, while the Boston-area intervention took place in a different economic context, its core principles—personalized coaching, peer support, and reducing self-blame—remain crucial for addressing long-term unemployment in Canada. As the country continues to navigate economic transitions and labor market disruptions, these strategies can play a vital role in helping older, displaced workers regain employment and thrive in the evolving economy
References
Buoyancy Works. (2024, July 17). The essential role of employment coaching. Buoyancy Works. https://buoyancy.works/2024/07/17/the-essential-role-of-employment-coaching/
Canadian Mental Health Association. (2020). COVID-19 effects on mental health in the Canadian workforce. https://cmha.ca/news/impact-covid-19-pandemic-mental-health
Ghayad, R. (2013). The Jobless Trap. Center for Labor Market Studies, Northeastern University. https://citeseerx.ist.psu.edu/document?repid=rep1&type=pdf&doi=9453d37e6830f4c81bda23468d9c73cd457639e7
Krueger, A. B., Cramer, J., & Cho, D. (2014). Are the long-term unemployed on the margins of the labor market? Brookings Panel on Economic Activity. https://www.brookings.edu/bpea-articles/are-the-long-term-unemployed-on-the-margins-of-the-labor-market/
Neumark, D., Burn, I., & Button, P. (2019). Age discrimination and hiring of older workers. Labour Economics, 61, 101758. https://www.semanticscholar.org/paper/Age-Discrimination-and-Hiring-of-Older-Workers-Neumark-Burn/eef7c45fc2dc2a653eefd2a4ae5de97034c340c0
Sharone, O. (2013). Flawed system/flawed self: Job searching and unemployment experiences. University of Chicago Press.
Sharone, O., Ghayad, R., Basbug, G., Vasquez, A., & Rosin, M. (2015). Supporting experienced LTU professionals: Preliminary lessons from a Boston-area case study. In C. Van Horn, T. Edwards, & T. Greene (Eds.), Transforming U.S. workforce development policies for the 21st century (pp. 579-590). Upjohn Institute for Employment Research.
Statistics Canada. (2023). Labour force survey, February 2023. https://www150.statcan.gc.ca/n1/daily-quotidien/230310/dq230310a-eng.htm