Finding a job after a criminal conviction can be challenging, but not impossible. As a career counselor, you can help clients with criminal records overcome barriers and access opportunities for meaningful work. Here are some tips on how to support them in their job search and career development.
The first step is to help your clients identify their strengths, interests, and goals. You can use various tools and methods, such as self-assessments, career inventories, and interviews, to help them discover their values, skills, and passions. You can also help them recognize any gaps or areas for improvement, and suggest ways to acquire new skills or credentials, such as online courses, certifications, or volunteer work.
Cornbread Hustle is a staffing agency for second chances that focuses on helping people returning from incarceration find meaningful work. All of their positions are temp-to-hire with a guaranteed offer of permanent, full-time work within 90 days after meeting obligations. Honest Jobs is dedicated to helping people with criminal records find employment fast. They partner with nearly 1,000 companies across the U.S. that actually hire fair-chance candidates. The Second Chance Business Coalition works with over 600 organizations across 45 of the top job markets in the U.S. to identify and connect people who are justice-impacted with community-based organizations through job readiness programming, re-entry services, and skills training.
The next step is to educate your clients on their legal rights and responsibilities as job seekers with criminal records. You can inform them about the laws and policies that protect them from discrimination, such as the Fair Credit Reporting Act (FCRA) and the Equal Employment Opportunity Commission (EEOC) guidelines. You can also explain to them what information they need to disclose or not disclose on their applications and interviews, and how to handle background checks and references. You can also advise them on how to deal with any potential questions or objections from employers in a professional and honest manner.
The third step is to help your clients create a resume and cover letter that highlight their qualifications and achievements, while addressing any gaps or issues in their work history. You can help them choose a format and style that suit their needs and target industry, and use keywords and action verbs that showcase their skills and accomplishments. You can also help them craft a personal statement or objective that summarizes their career goals and value proposition. You can also help them write a cover letter that explains their interest in the position and the employer, and how they can contribute to their success.
A generic approach as articulated under 'help them craft a compelling resume and cover letter' simply will not work with this special population. The ole quote 'you can't dress up a pig' comes to mind. The emphasis needs to be on clearing many of the obstacles that most justice system-impacted individuals face. They may need help with expunging their criminal record, need to get training in 'how to interview,' how to dress and help with getting an appropriate wardrobe for interviewing and most importantly getting connected to employers that are willing to hire second chance individuals.
The fourth step is to help your clients find employers who are willing to give them a second chance. You can use various sources and strategies, such as online databases, job boards, networking events, referrals, and social media, to research and connect with employers who have inclusive hiring policies and practices. You can also look for employers who participate in programs or initiatives that support people with criminal records, such as the Fair Chance Business Pledge, the Ban the Box campaign, or the Work Opportunity Tax Credit (WOTC).
The fifth step is to help your clients prepare for the interview and follow-up process. You can help them practice their interview skills, such as answering common and behavioral questions, presenting their portfolio or work samples, and asking relevant and insightful questions. You can also help them prepare for any possible challenges or scenarios, such as explaining their criminal record, addressing any concerns or objections, and negotiating salary and benefits. You can also help them follow up with the employer after the interview, by sending a thank-you note, reiterating their interest and value, and checking on the status of their application.
The sixth step is to help your clients transition and retain their employment. You can help them understand and meet the expectations and requirements of their new role and workplace, and cope with any stress or challenges that may arise. You can also help them develop and maintain a positive and professional relationship with their supervisor, co-workers, and customers, and seek feedback and guidance when needed. You can also help them pursue opportunities for learning and growth, such as mentoring, coaching, or training, and celebrate their achievements and milestones.