A Better Way to Fight Recidivism

Set a man up for a modicum of success, and he might just make a better life for himself.

As many as two-thirds of the 650,000 inmates released from prisons and jails in the United States each year will be re-arrested within three years. America Works is trying to change that.

A new report from the Manhattan Institute looks at AW’s successful approach, which centers around providing more “enhanced job-readiness training and job-search assistance” to nonviolent offenders than the typical re-entry program does. If the welfare-reform successes of the ’90s taught us anything, it’s that the best welfare program is a job. By rapidly attaching such offenders to work, AW aims to minimize the chance that they’ll re-offend later.

As the report puts it:  America Works is condensed into an intense one- or two-week period. It uses a tough-love approach, stressing interpersonal communication and such “soft” skills as time and anger management. It places special attention on teaching practical skills that many former inmates never acquired, such as résumé preparation, search strategies, and interview techniques. And it uses a network of employers, who are open to hiring ex-offenders and with whom it has long-term relationships, to place clients. Its goal is not only to help former inmates find jobs but also to keep jobs, and it provides follow-up services for six months. In 2005, the program provided job-readiness classes to 1,000 ex-offenders, placing 700 in jobs.

CLICK THE LINK BELOW TO READ THE REST OF THIS VALUABLE ARTICLE BY

— Kathryn Jean Lopez - senior fellow at the National Review Institute, editor-at-large of National Review Online, and founding director of Catholic Voices USA. 

http://www.nationalreview.com/articles/416066/better-way-fight-recidivism-nr-interview

 

Wall Street Journal Discusses Background Checks

Interesting article on the use of background checks and the need to eliminate "the box" from job applications. 

I really appreciate his closing comment:  What we need to do is take a closer look at how we use the word "criminal" and what it really means. Otherwise millions of qualified Americans will be disqualified before they even apply.

http://online.wsj.com/article/SB10001424127887323324904579040971327102370.html?ru=yahoo?mod=yahoo_itp

The Perfect Elevator Pitch

The Elevator Pitch Checklist
On April 22, 2012, in Interview Skills by Alex Freund, by Alex Freund
http://jobadviceblog.com/the-elevator-pitch-checklist/?goback=.gde_71205_member_109633887

A recent article of mine covered most people’s lack of efficacy in practicing their elevator pitches at job search networking meetings. I wanted to follow up on that and prove my tenets, so I brainstormed with a group of trusted associates—all of whom are in transition—and we came up with some “best practices.” Following are our findings. Based on this information, you’ll be able to rework your own pitch and then practice it when networking. I promise you’ll see results instantly.

General Guidelines
It’s most important to realize that different circumstances require different pitches. Otherwise, your elevator pitch will be perceived as canned and out of context. Make sure it’s memorable, because if it isn’t, you’ll simply sound like everyone else. Try introducing an element of surprise or some humor. The pitch has to be brief and to the point, so that people don’t tune you out. And it has to have a positive tone. No one’s interested in why you’re in transition.

Content
Announce your name at the beginning and again at the end. Make sure people hear you and get the name. If you say it fast the way we normally do, people won’t get it or be able to remember it. Following your name, identify your position—or the position you want to get. Create a point of reference for your role—for example, chief financial officer in a small company.

Tone of Voice
Here’s where you have to sound enthusiastic. Here the word sound has the literal meaning. A voice too loud or too soft won’t work. Also, some people speak faster than normal when under pressure. A normal speed is best. And voice modulation where appropriate increases likability and interest in you.

Facial Expression and Body Language
People judge others based on what they see, and most people have their own personal biases. However, it’s universally agreed that professional attire and an overall professional look are most helpful for promoting your own interest when networking. A genuine and broad smile means the same anywhere and in any language. Above all, make good eye contact with the audience, but don’t move your head like a panning security camera, either. Project positive body language by standing erect. Don’t shift your weight from leg to leg.

In Summary
Creating an effective 30-second elevator pitch is not as easy as it seems to be. In those 30 seconds, you need to introduce lots of content and then act it out—a feat that for some is very difficult. But with some improvement and then several live repetitions, anyone can do it. Good luck. You’ll feel tremendously successful once people tell you how well you’ve done.

Marketing Idea

A personal website is a great way to showcase your talents AND you don't have to have a great deal of skill to make it look professionally done. Go the following website to set up yours today. On it you can post samples of your work, your resume, a personal video, your portfolio, writing samples, letters of recommendation, etc.

So what are you waiting for! Get out them and wow the world with how amazing you truly are!

http://www.webs.com/

Discrimination in Hiring - Employers be aware of your practices!

WOW. It's amazing that we even have to talk about this in 2012. Discrimination should be a thing of the past. Hopefully this action against Pepsi will be a wakeup call to employers everywhere.

http://www.nationalreentryresourcecenter.org/announcements/in-settlement-eeoc-clarifies-law-on-employers-use-of-arrest-and-conviction-records-in-hiring-process

Research That Company!

Doing your research on a potential employer is critical to your success! Here is a great website to learn about what companies pay, their job openings, and what employees have to say about their employers.

http://www.glassdoor.com/index.htm

Social Networking - The facts and the WOW!!

Social media are an excellent to find jobs! Effectiely using it is the key, however.

This is a great article on the different types of social media. Start using it right away if you aren't already! Many communities offer free classes on how to get started, or you can find tips on the internet.

Those with a criminal record need to rely heavily on networking to move forward in their job search. Over 85% of people find their jobs this way.  Happy networking! It can be fun and beneficial.

http://jobsearch.about.com/od/onlinecareernetworking/tp/socialnetworkingtips.htm?

Employers! Find out how to get the WOTC!!

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Demonstrate Those Skills!

Have you considered trying to find ways to creatively demonstrate your skills to potential employers rather than hoping and praying your resume will rise to the surface in a pile of 900 others?

Consider setting up a volunteer opportunity or an event to showcase your knowledge, skills, abilities, and personality. It doesn't have to be a major event like an awards show! It can be something simple and easy that doesn't have to be majorly time consuming.

Employers today are looking for people that can demonstrate their talents.  What are you doing to show off yours?

WOW Factor

The wow factor: Impressive job candidate qualities

By Rachel Farrell, Special to CareerBuilder.com

The employment market is saturated with various resources for job seekers. While some of them offer consistent advice (always send a cover letter, tailor your résumé and wait for the employer to bring up salary), the truth is that conflicting information exists.

Especially when it comes to what employers are looking for in a new hire.

A recent survey from Express Employment Professionals, one of the nation's largest staffing firms, showed that the top three aspects that employers are looking for in a new hire are credible work history (97 percent), job experience (88 percent) and specific skills (87 percent). More than 15,000 current and former clients of Express were surveyed for the first quarter of 2011.

To get the story straight, we asked hiring managers to tell us the most impressive qualities they see in potential job candidates. Here's what they said (in no specific order):

1. Results

"Something I always ask anyone I interview is, 'what is something you do better than anyone else in the world?' with the follow-up of, 'what is the evidence of this gift?' I think that truly driven, passionate people leave behind them a wake of results wherever they go. Talking about measurable outcomes separates the contenders from pretenders." -- C. Daniel Crosby, corporate psychologist and president, Crosby Performance Consulting

"Candidates that can tell me an anecdote about how they got something done, against all odds, really impress me the most. Those who understand the rules and conduct of business but are not afraid to push the envelope a bit in the name of a job well done." -- Jennifer Prosek, author "Army of Entrepreneurs" and CEO, CJP Communications

2. Good fit

"There is no giant totem poll of qualities that makes one person more impressive or better than another. People who excel in one position are going to flounder in another if it doesn't fit their talents, interests and skills." -- Ann Latham, president of Uncommon Clarity

3. Preparation

"Showing that they have done their research by knowing something about me, and my business." -- Kenneth Sean Polley, president, Global Asset Management Group

"When a candidate asks really great questions it demonstrates not only their interest in our company and the issues we're facing, but also their research skills. Most impressive are those who think about what they discovered in their research and then ask really great questions." -- Anita S. Fisher, marketing communications manager, Briggs & Stratton Corporation

4. Initiative

"I look for the ability to take a project and run with it, to function independently and creatively with a minimum of oversight." -- Kathryn Minshew, co-founder and editor-in-chief, Pretty Young Professional

"Proactivity -- the act of taking initiative, being able to operate independently and finding a way to get things done." -- Jordan Rayboy, recruiter, Rayboy Insider Search

5. Sense of humor

"Going over a recruitment cycle is long and very often annoying listening to the same pre-prepared answers. A candidate with faith and sense of humor de-dramatizes the atmosphere." -- Sarah Licha, owner, EspaceRH

6. Passion

"Typical candidates answer questions the way they believe they should. I want to see their passion for the company, the job opening and the industry. I want them to tell me why they are truly excited about the opportunity rather than every other opportunity out there. For me, passion is the ticket to a second round of interviews." -- Abby Kohut, staffing consultant, Staffing Symphony, LLC

"Passion is energy, drive, motivation and commitment. Candidates who are infused with this quality demonstrate an enthusiasm and aliveness that is contagious to their colleagues and clients. It can be harnessed to learn the job to be done and then to do it without having to be constantly encouraged, prompted or micromanaged. Such people are willing to 'go the extra mile' to assure that everything is done and done well. They demonstrate initiative and creative problem-solving skills." -- Betty Gilmore, program director, Lift-The Bronx

"Truly passionate candidates are not only likely to excel in their role, but, because they enjoy what they do, they will also remain engaged in their responsibilities and energize those around them. If an employee is not eager to learn, he or she will have difficulties accepting change and bringing innovative ideas to the table." -- Kathleen Dumlao, employment specialist, Rising Medical Solutions

"Passion and resourcefulness. You can see right through robotic folks who 'say the right thing.' It's those who come specifically prepared to tell you exactly why the position is right for them that impress me the most. Very few folks lean across the desk and tell you 'I really want this job, and here is why.'" -- Jennifer Prosek, author "Army of Entrepreneurs" and CEO, CJP Communications

7. Confidence

"I coin the most impressive quality in a job candidate 'humble confidence.' Humble confidence shines as knowledge, humility, skilled verbal and written communication, friendliness and appreciation." -- Stacey Hawley, principal and owner, Credo

8. Professionalism

"At the interview, it is all about how the candidate presents him or herself. Are they projecting an image of professionalism? Are they showing enthusiasm and motivation for the position? Are they really listening to the questions and answering them accordingly? These are the qualities that are not shown on a résumé and are near impossible to teach." -- Darlene Johnson, director of career services, PEAR Core Solutions

"Being a professional -- no matter what your industry or career -- demonstrates that you have the right blend of technical and soft skills, mixed with enthusiasm and dedication." -- Matthew Randall, director of the Center for Professional Excellence at York College of Pennsylvania

"Presentation, presence, energy -- how they carry their personal power. They need to be engaging and personable." -- Emma K. Viglucci, founder, director and supervisor, Metropolitan Marriage and Family Therapy

9. Body language

"The hand shake: it has got to be strong and firm from the get-go. Candidates usually come prepared to an interview, but I'm looking for people come to the interview telling me what they can do for the job and what they can add to the job. These are usually the ones I recommend for second interviews." -- Muriel Alloune, recruitment and training specialist, Federation CJA

"Body language, including a good handshake, confident shoulders, a smile [and] eye contact. I know it's cliché, but it really helps." -- Marissa Wright, hiring and training coordinator, Europe for International Studies Abroad

10. Longevity

"What will wow me about a candidate is a consistent job history. I like to see that people have been in a position for at least five years and that they have grown in the position. [A candidate with] lots of short stints [or who has] been in the same position for 10 years and their responsibilities have not changed is a big turn off." -- Carmel Napolitano, managing director and principal, CGN Associates

"People move around so much, that longevity says a lot about the stability of a candidate when they have been in a position for a long period of time." -- Sarah Cullins, president, Finesse Staffing

11. Communication

"Qualifications in the form of experience and tangible skills aren't enough to grab a hiring manager's attention these days. You need to be a creative, proactive problem solver. Hiring managers want to know how you (and only you) can solve the needs of their organization. Read between the job description lines. What are you bringing to the table that the next person with a similar background is not? If you educate yourself and build awareness around what keeps your next potential boss up at night, and you clearly communicate how you can help to solve that, chances are you've got their attention." -- Dana Leavy, career coach and founder of Aspyre Solutions

12. Attitude

"The most impressive quality is to be a 'high performer,' a package of the right attitude, a passion for doing the work and the skill. 'Attitude' may mean different things to different people, but it boils down to having an 'I can' attitude. Everyone thinks his or her attitude is fine, however, some of these same people think it's OK to blame, make excuses and declare something cannot be done. That's the attitude employers are looking to expose during the interview and avoid extending a job offer to." -- Carol Quinn, CEO and author, "Expert of Hiring High Performers"

"Someone who is enthusiastic about the company and has thoroughly done their research about the position. Open-mindedness, perseverance and a can-do attitude (someone who takes true ownership in the company) will get you the job." -- Heather Minsky Nottingham, owner, Nottingham Consulting Group

Rachel Farrell researches and writes about job search strategy, career management, hiring trends and workplace issues for CareerBuilder.com. Follow @CareerBuilder on Twitter.

Don't Assume

Don't assume the reason you are not hearing back from potential employers is because you have a record. They may not even know you have a record yet. Do not take it personally! The main complaint I hear from all job seekers is that they apply and never hear back from the company.

One of the best things you can do for yourself is to maintain a positive attitude. As soon as a negative thought pops into your head you need to stop it dead in its tracks. Remind yourself of your value, your talent, and all you have to offer. Never give up!

Make sure you are using every resource at your disposal to find work. Go to your local job center, attend networking meetings, conduct informational interviews, go to job fairs, apply in person, apply online, improve your computer skills, get training and education, find where the financial resources are... There is a lot of help out there for you if you just go out and find it!

Persistence will pay off. Never give up!

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!!

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.