What is job shadowing?

A simple definition of job shadowing is when an employee, intern, or student closely observes a professional during his or her regular job duties. Depending on the position, job shadowing can last anywhere from a few hours to weeks, helping the supervisor to better understand the role.

Industries That Commonly Use Job Shadowing

Here are some  examples of industries  and businesses that typically offer job shadowing opportunities:

• Healthcare:  nurse practitioners, physicians, patient service coordinators
• Finance:  accountants, internal auditors, underwriters, accounts payable specialists
• Education:  School counselor, special education teacher, admissions assistant
• Construction:  contractors, welders, land surveyors, heavy machine operators
• Marketing:  Graphic designers, social media specialists, brand managers

Benefits of Job Shadowing

Job shadowing  is beneficial to the supervisor and the overall organization  . By providing job shadowing opportunities:

• Help the supervisor gain a deeper understanding of the role and the business
• Allow the supervisee  to progress in their professional development
• Encourage networking between different departments
• Create a cordial atmosphere among staff members
• Assist management in identifying qualified employees for promotion

When should job shadowing be done?

Job shadowing can be useful in many situations, such as:

• Recruiting:   Allowing top candidates to observe you for even 15 minutes during  the interview process (either in person or as a virtual job shadow) is a great way to set expectations. This can help hiring managers figure out if a candidate is right for the role, just as it can help a candidate decide if the job is right for them.
• Onboarding: After  new employees  complete the onboarding  process, which typically involves a review of company procedures and training modules, working with their more experienced colleagues can help the new information flow.
• Cross-training:  Job shadowing gives employees a chance to expand their skill set and become more flexible. This can help your company maintain productivity even during absences.
• Professional development:  Offering job shadowing encourages employees to move up within the organization, as it helps them identify which positions and departments they might want to move into. Encouraging their professional development   can help improve job satisfaction  and overall  retention .

Best Practices for Job Shadowing

Planning the job shadowing process in advance helps ensure that both the supervisor and the coaching employee have a productive experience. Consider the following best practices:

Identify shadow trainers

The employee being supervised should be matched with an experienced employee who has a deep understanding of the role. However, not every employee feels comfortable being shadowed. Ask top performers if they are interested in being coached and consider offering incentives.

Discuss the objectives

Host a preparation call with the supervisor and coach beforehand. Invite the supervisor to share what they expect to learn from the job shadowing experience. This information can help the coach determine the length of the training and what key topics to cover. Also, ask the coach what preparations the supervisor should make beforehand, if any.

Create a schedule

The supervisee does not have to be with their coach every day. For example, their coach may have confidential meetings with colleagues or clients. Help the supervisee and coach create a schedule that balances the supervisee's learning and the coach's job demands.

Encourage note taking and questioning

Taking notes will help the supervisee remember all the new information and procedures learned. The trainer should also welcome questions to make the experience more engaging and ensure the supervisee has a clear understanding of the situation.

Provide a brief overview and collect feedback

After the job shadow is complete, hold separate meetings with the supervisor and coach. Ask the supervisor what they learned from the experience (verbally or through a written summary), any concerns they may have, and any suggestions for improving the process for future employees.

Additionally, talk to the trainer to find out how the supervisor handled the training and  get their feedback on how the program can be improved.