Letters of Recommendation

Getting a job these days is tough; even tougher if you have a record. One way to move yourself up in the interviewing process is to have letters of recommendation.

Who have you worked for or worked with who has liked your work? A boss, a co-worker, a friend, an associate, your church, a customer, a volunteer activity... They would all qualify to provide a letter of recommendation for you.

How do you get one? Just ask!! Start by asking your references to provide one for you.  Once you do this, expand to asking others in your network to help you. If you ask, be sure to tell them what qualities, skills, or issues you would like them to address in the letter. Be prepared, though. Sometimes they want you to write it for them and they will sign off on it.

Once you have done this initially, be sure to do it on a regular basis. Ask those you work for and work with to write one for you. Ask satistified customers, etc to write one. You will be amazed at how many people will be glad to help you with this!!

Finally, keep all these letters in an attractive portfolio of some kind. You can use a narrow binder, report cover, or the like. It is also good to use sheet protectors to keep them clean and safe from the elements, such as spilled coffee!

Good luck and happy job hunting!!

Social Networking - The facts and the WOW!!

Check out this mindblowing video on the prevalence and impact of social media in our time.  Social media can be a great tool for networking and finding job leads.

http://everetsblog.blogspot.com/2010/12/social-media-usage-in-2010.html

How to effectively explain a criminal background to employers

Do you think that stating "will explain in interview" on the job application will get you a chance to explain in an interview? Think again. This common practice will most likely get you placed in the "circular file", only to never be looked at again.

If you want to get the interview, be open, honest, and upfront with your situation. If you are asked in any application if you have a criminal record, you should have something called a LETTER OF EXPLANATION. Here is an outline of what it is:

What it is

• Explanation of criminal history
• Accepting responsibility for choices
• Discusses lessons learned from past choices
• An opportunity for you to present yourself in a positive light and to not be defined by your past

Why to use it

• HR perspective – they want to find “an out” if they know you have a record
• Trash – try to prevent the app from being tossed out
• Do not put “will discuss in interview on a job application”
• Take control of your job search
• Increase chances of interview or hiring
• A way to get employers to get to know you

When to use it

• Filling out a job application
• To prepare for how you will verbally explain your history in an interview
• Give to a potential employer in an interview after you’ve talked about it

What to say in it

• The complete truth
• Use soft, positive words
• Use your own voice
• Give employer respect and honesty
• Tell them that when they do a background check they will find things
• Tell them what they will find
• Accept responsibility for choices
• Explained any lessons learned, classes taken, new insights, etc
• Talk about what makes you special – why should they hire you?
• Tell them you are excited about an opportunity to work with them and you look forward to meeting with them

What not to do:

·   Say too much about the offense

·   Take up more than one page

·   Make excuses for choices

·   Pass blame

·   Create/show a victim mentality

What is "substantially related"?

Understanding the Concept of “Substantially Related”

·   An employer (In Wisconsin) cannot have a blanket policy that anyone with a criminal record will not be hired by that company.

·   An employer may ask you if you have any pending charges or convictions as long as they make it clear that only offenses that are substantially related may be considered.

·   An employer may only refuse to hire a qualified applicant because of a conviction that substantially relates to the job – if the offense is upsetting that does not count!!

·   The law does not define this

·   Applies to labor organizations, employers, employment or licensing agencies

·   Look at the offense: what was it, where did it happen, when did it happen?

·   Now look at the job duties…

See Wisconsin statutes:

Wisconsin Statute section 111.335 – applies to arrest records.  See below for part of the statute.  As you can see, subsection b states that it is not discriminatory if pending charge or circumstances substantially relate to the circumstances of the particular job or licensed activity.  However, Wisconsin law does not permit inquiries about past arrest records, but permits consideration of current.  Please also see

http://www.dwd.state.wi.us/dwd/publications/erd/pdf/erd_4825_pweb.pdf

http://dwd.wisconsin.gov/er/discrimination_civil_rights/publication_erd_7609_p.htm

 111.335(1)(a)      
(a) Employment discrimination because of arrest record includes, but is not limited to, requesting an applicant, employee, member, licensee or any other individual, on an application form or otherwise, to supply information regarding any arrest record of the individual except a record of a pending charge, except that it is not employment discrimination to request such information when employment depends on the bondability of the individual under a standard fidelity bond or when an equivalent bond is required by state or federal law, administrative regulation or established business practice of the employer and the individual may not be bondable due to an arrest record.

111.335(1)(b)      
(b) Notwithstanding s. 111.322, it is not employment discrimination because of arrest record to refuse to employ or license, or to suspend from employment or licensing, any individual who is subject to a pending criminal charge if the circumstances of the charge substantially relate to the circumstances of the particular job or licensed activity.

111.335(1)(c)      
(c) Notwithstanding s. 111.322, it is not employment discrimination because of conviction record to refuse to employ or license, or to bar or terminate from employment or licensing, any individual who:

111.335(1)(c)1.      
1. Has been convicted of any felony, misdemeanor or other offense the circumstances of which substantially relate to the circumstances of the particular job or licensed activity; or

111.335(1)(c)2.      
2. Is not bondable under a standard fidelity bond or an equivalent bond where such bondability is required by state or federal law, administrative regulation or established business practice of the employer.

  

Proactive Ideas for Handling a Criminal Record

What to do about what’s on it

It is critical that you know what is on it and that you list every case you have when requested by an employer OR you could be denied an opportunity for employment.  Don’t take this for granted in any way.

Expungement

§         Applies to court records only

§         Hides the courthouse file and CCAP record but is still on CIB

§         Issues:

·        Were you under 21 and committed a misdemeanor?

·        Are you off paper and trouble free?

·        Talk to judge’s clerk for information on how to request it

Hiding Records

§         A judge orders a record removed from CCAP if the conviction is inflammatory or immediately preventing employment

§         Need a lawyer to get this done

§         Must prove there is harm being done by the record being out there

Record Removal

o       Arrests resulting in no prosecution, dismissal, or acquittal can be removed from CIB

o       Must file a removal request with the CIB – one request for each cycle to be removed

o       Does not remove a case from CCAP

Pardon

o       Rare and not helpful