The Ex-Offender Job Search
What is the best approach for helping the ex-offender penetrate the job market and land a job in his/her field?
Missy,
I have heard this a few times and I don't doubt that it happens regularly. Of course we know that many ex-offenders would make great employees and that their past should not define their future but the trick is getting potential employers to see that as well. If you haven't already done this, I would recommend writing a letter with a brief explanation of the situation these students face, their willingness and ability to move beyond whatever their past mistakes, and good examples of ex-offenders going on to do great work. Perhaps reach out to some of these employers to see if they would be willing to read something on the subject and then send them the letter. Do you think your school would be open to doing something like that?
Elizabeth Kemler
I too have a problem with some of our students being ex-offenders and I do offer all of the same advice as a lot of people have already mentioned. The biggest obstacle that I keep finding is a lot of our area employers will not even give them a second look, they run background checks and as soon as it comes up that the graduate has one it doesn't matter if they were up front or not they are no longer in the running. Is this happening to others out there? Any suggestions?
Sharon,
I agree with you absolutely; while I don't doubt that this is a very difficult thing to speak about while maintaining one's confidence, it is critical to be honest.
Elizabeth Kemler
Sometimes it's difficult for students to discuss this situation. Usually it's after they have had difficulty in their job search. I always reinforce that they should not hide their background information as this could be grounds for dismissal after the hiring process. I also have a list of "felon friendly" employers that I share with students. Many businesses are willing to offer a second chance, but students should be completely honest with recruiters and hiring managers.
Giselle,
This is excellent advice. It's far too easy for employers to dismiss someone because of those 'black and white' facts..networking and informational interviews gives them a far better chance of getting an actual interview before the incarceration comes up.
Elizabeth Kemler
I suggest students focus on smaller organizations that are not as strict on ex-offenders. I also encourage them to focus their entire job search on conducting informational interviews and networking versus just completing job applications online. They will have to show their contacts that they are great candidates so that they may be considered for the position and even make it to the interview stage before their background comes up. If all they focus on is applying for jobs online, they will probably not get any calls for interviews since all the employers will have is the black and white facts on an application. If they network heavily and conduct a number of informational interviews, always asking for another person that they can follow up with at the end of each interview, their chances of landing a position in their field will significantly increase.
Christine ,
This is certainly a good idea. I would also suggest they spend some time doing mock interviews to prepare for any questions that may come up about their incarceration--and to be straightforward about what happened, not ashamed.
Elizabeth Kemler
One thing we stress to ex-offenders is to have all their information regarding offenses ready and available during the application and/or interview process. We tell them to confirm their arrest and/or conviction date and the health and safety code, penal code, or vehicle code they violated. This provides them with specific directions for completing all applications and avoids them over sharing during on the application.
Amy,
You definitely seem to have all your bases covered..and certainly no need to bring it up. I wish you continued success :)
Elizabeth Kemler
Yes, I do. I make sure that they are prepared and can then articulate information (as necessary) verbally. However, I discourage them from bringing it up themselves.
Amy,
It sounds like you have a very good handle on what works for this group regarding the job search. Do you also give these folks the opportunity to practice addressing the issue in mock interviews?
Elizabeth Kemler
Being an "ex offender" can make the job search much more challenging. I assist with medical profession placements and this can make things very challenging. Firstly, I encourage applicants to always be honest on applications and upon interview regarding their past. Gathering all related documentation (statements, etc) can be very helpful as many employers do not automatically discount previous offenders and are willing to listen to the stories behind the offenses. I also encourage them to be mindful of which employers may not necessarily complete background checks. This can enable them to avoid the uncomfortable situation altogether. Their Career Services department (ie us) can be a very useful resource when identifying potential employers who do not conduct pre-employment screenings.
Shelisa,
First, I would make sure that the person knows that they have the right to start over..and they can absolutely become productive members of society. Its important that they see there own future contributions as being just as valuable as anyone elses. Ask if they developed any skills while in prison (many have programs that help prepare offenders for a future in the working world). Also, I would recommend looking up the UNICOR's Federal Bonding program and Work Opportunity Tax Credit (WOTC) which gives an immediate contribution to an employer's "bottom line" by providing eligible employers with a Federal tax credit for hiring an ex-offender.
Elizabeth Kemler
