Training TOOL-KIT
A TRAINING TOOL FOR THE JOB DEVELOPER TO SHARE WITH CLIENTS TO ASSIST THEM IN SECURING EMPLOYMENT
Getting Work for Ex-Offenders: Part II
Editor’s note: In response to continued requests
for articles about this topic, this is the second in a
two-part series designed to assist job developers
and others who work with people with criminal
backgrounds. Part I was an overview of the topic
written by a counselor in the corrections system.
The conclusion will focus on practical advice for
the job developer (or other employment specialist)
and the job seeker.
n today’s economy, finding a job is quite a
I challenge for the nearly 700,000 ex-offenders
who leave state and federal prisons each
year. And yet, without a job and support
network to meet their basic needs, many
ex-offenders fall back into old habits that lead
them back to jail.
It’s true that some employers may not want
to hire someone with a criminal record. In
fact, some laws specify that certain occupa-
tions (such as banking, insurance, and child-
care) are either off limits or carry restrictions
for individuals with various types of criminal
convictions. However, many others are willing
to give ex-offenders a second chance. But
what should ex-offenders do to land a good
job that will keep them out of jail? The fol-
lowing are some ideas:
 The ex-offender job seeker is respon-
sible for his/her own employment fate.
While many people (such as a job developer)
will assist with your job search, YOU are
responsible for taking the actions necessary
to get a job. Don’t rationalize your current
situation, lack of progress, or frustrations, by
blaming other people or believing that you
are a victim. After all, you are where you are
because of CHOICES you made. Don’t
expect others to find, or give, you a job. You
have to earn a job by communicating your
qualifications to prospective employers and
gaining their trust.
 The ex-offender job seeker must devel-
op and maintain a positive attitude and
remain motivated throughout the job
search. Finding a job can be a frustrating
March 2011
experience filled with disappointments. But it
can also be an exciting time to learn about
yourself and land a job you really love. While
you will encounter disappointments, frustra-
tions, and rejections along the way, accept
these negatives as part of the process in find-
ing a job. Constantly check your attitude to
make sure you’re positive and pointed in the
right direction.
 The ex-offender job seeker must be
honest with himself/herself – and others.
Take a good look in the mirror. Who and what
do you see? If you have a history of deception
and excuses, it’s time to come clean and face
who you really are. Once you discover who
you really are, there’s no need to deceive
yourself and others.
 The ex-offender job seeker must dis-
close a criminal record at the appropriate
time and place. When and to whom should
you disclose your record? In today’s high-
tech society, in which employers can easily
conduct background checks, there’s no place
for ex-offenders to hide. The best time and
place to disclose your record is usually dur-
ing a job interview and before accepting a job
offer. Many employers will ask about red
flags in your background during a job inter-
view, or they will conduct a background
check just before or immediately after offer-
ing you a job. You should never disclose your
criminal background in a letter or on a
résumé. This is an important issue that needs
to be handled in a face-to-face meeting with a
prospective employer.
 The ex-offender job seeker must seek
the help of other people who can assist at
various stages of the job search. Your sup-
port network will be an important asset. This
includes family, friends, acquaintances, and
organizations designed to help ex-offenders.
Make sure you develop a support network that
can give you good advice, referrals, and
encouragement to help you through the ups
JTPR Training Tool-Kit 1
 and downs of making a successful transition
back into society.
Myths vs. Realities
The following ideas will separate several
myths from realities, and conclude with an
exercise to test some job-searching attitudes.
Myth: I’ll have to lie about my background
to get a good job.
Reality: As stated previously, it isn’t diffi-
cult for employers to find out about your
background. In fact, regardless of whether
someone’s been in jail, many firms increas-
ingly conduct background and reference
checks to determine not only truthfulness but
to make sure there’s a good fit between the
individual and the job. In addition, even if by
luck you DO fool the potential employer
about your background, what if your parole
officer checks up on you and calls your
employer? What if an old prison buddy shows
up unexpectedly? Word gets around. Your
criminal record will surface at some point,
and when it does, your lie will be exposed,
and there’s a good chance you’ll be fired.
Everything you worked for will be lost due to
your failure to disclose. Rather than live a lie,
tell the truth in a positive way.
Myth: I can’t use the Internet in my job
search because I don’t own a computer.
Reality: If you don’t know how to use a
computer or the Internet, you can learn the
basics in an hour or two. You don’t have to
own a computer either. Libraries and One-
Stop Career Centers, for instance, have
Internet connections you can use for free. The
job developer can help.
Test Job-Searching Attitudes
In a successful job search, ex-offender job
seekers must convey a positive attitude that
demonstrates how they’re going to put their
past behind them, and why hiring the job
seeker would benefit the company. Consider
some “not so good” and better things for an
ex-offender job seeker to say to an employer
in a job interview:
Negative – “I just got out of prison, and I
need a job.”
Positive – “While incarcerated, I turned
my life around by getting my GED, learning
new skills, and controlling my anger and
2 JTPR Training Tool-Kit
addictions. I’m really excited about working
at your company.”
Negative – “I didn’t like my last employer.”
Positive – “It was time for me to move on
to a more progressive company.”
Negative – “Do you have a job?”
Positive – “I’m conducting a job search. Do
you know anyone who might have an interest
in someone with my qualifications?”
Negative – “I can’t come in for an inter-
view tomorrow since I’m interviewing for
another job. What about Wednesday? That
looks good.”
Positive – “I have a conflict tomorrow.
Wednesday would be good. Could we do
something in the morning?”
Negative – “What does this job pay?”
Positive – “How does the pay scale here
compare with other companies in the area?”
Negative – “Will I have to work weekends?”
Positive – “What are the normal hours for
someone in this position?”
Negative – “I have to see my parole officer
once a month. Can I have that day off?”
Positive – “I need to keep an appointment
the first Friday of each month. Would it be
OK if I took off three hours that day? I could
make up the time, if necessary.”
Summary
Ex-offenders didn’t get themselves into the
situations they’re in overnight, and they aren’t
likely to get out of them overnight either.
They need to be patient, honest, organized,
energetic, and they need to believe in them-
selves. But it IS possible to meet employers
who will want to hire them because of their
talents and new attitudes. Ex-offenders ARE
employable! „
Editor’s note: This article is designed as an
overview ONLY to this topic. For additional
examples, consult The Ex-Offender’s Job Hunting
Guide, by Ron and Caryl Krannich, www.exoffender
reentry.com, www.impactpublications.com and The
Ex-Offender’s Quick Job Hunting Guide, Putting
the 10 Steps into Action, also by Ron and Caryl
Krannich. Other resources on this topic are also
available at the websites listed previously.
March 2011