Working with the Previously Incarcerated: Strategies for Addressing Pre-Employment Issues

As you prepare a job seeker who has been previously incarcerated for

employment, taking a "business as usual" approach won't yield the

results you're looking for. It probably won't even come close. There

are many factors to consider, including addressing the various pre-

employment needs a person may present with.

While the purpose of work is ingrained in many of us, it may not be

readily apparent for someone with a limited or no work history. A

return to legitimate work, for some, may mean a substantial cut in

pay. It may also represent a loss in status, which has been identified

as a factor in recidivism. Without the appropriate skills or

education, the type of jobs available may be entry level at best.

To illustrate this point, let's look at an example. For someone who

was previously involved in illegal drug sales, taking a minimum wage

job means giving up a position in a system that rewards loyalty and

promotes from within. Advancement within the organization is based on

hard work and also brings with it a boost in social status, at least

amongst a person's peers. On paper, it sounds like a great job,

right? Giving this up may be difficult for some job seekers,

especially if they don't see the benefit in doing so.

So, what do you do? One of the first steps is to help the job seeker

recognize and understand the value of work, especially if s/he doesn't

have a work history. Get to the "what's in it for me" or WIIFM Factor

right away. The realities of the workplace, including employer

expectations, how to appropriately interact with authority figures

(it's a lot different in prison!), being on time, and knowing how to

keep a job, need to be discussed up front so there are no surprises

for you or the job seeker. The benefits of work also need to be

clearly spelled out. Benefits might include receiving a regular

paycheck, reducing the fear or risk of being reincarcerated, and the

potential to advance or move to another job once the individual has

gained valuable experience. If you provide the individual with the

hope that there actually is "light" at the end of the tunnel, you're

increasing the likelihood of their success.

A key component of this process is developing an actionable career

plan that clearly identifies next steps. An actionable career plan is

like a road map. In the case of an entry-level job, it lets an

individual see that the entry-level job they're taking initially is

only the FIRST step in the process toward their larger career goal.

It also helps to keep services focused and directed so time isn't

spent moving in the wrong direction.

One additional way to keep job seekers motivated is to build in

rituals and regular recognition into your services/program. While

surviving one day on the job may seem insignificant, statistics show

that only 9 out of 10 ex-offenders will actually make it to Day Two on

the job! Finding meaningful milestones to celebrate is critical in

building their self esteem and belief that they can succeed on the

"outside."

My challenge to you this issue to think about what you're currently

doing to recognize your job seekers for the milestones they're

achieving. We'd love to hear from you, so please feel free to share

what you're doing. Next issue, we'll focus more in depth on job

placement strategies.

Working with the Previously Incarcerated: Strategies for Addressing Pre-Employment Issues

By: Lisa Jordan

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