subject: Working with the Previously Incarcerated: Strategies for Addressing Pre-Employment Issues [print this page] 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
