Grads with Records
We have a lot of graduates that have had a run in (or two) with the law. What are some ways to help these grads gain employment?
Hi
This is a very good question. The first dilemma is how you ask about the student's past. If you offer training in a field that doesn't hire people with criminal records then you have a chance of finding out. Or maybe not. Perhaps in an employment skills course or session you can discuss this. The first issue is whether or how you want to encourage disclosure. Then how to help the student deal with disclosing to a potential employer. Not an easy task. Suggest you look for books that cover this. Try jist.com or the internet. Let us know what you find out.
Best wishes
Susan
Kelli,
We have the same situation with our students periodically. Our career service specialist bring this subject up in professional development class. We stick to the basic facts of employers doing back ground checks, credit checks, drug testing etc...
When it comes time to assist with externships and placement we find the students either tell us or choose not to...however we never ask. We NEVER discuss this with a potential employer of course. But sometimes we are aware of the companies that are not as critical with background checks. Other possiblities for employment are with Non-Profit organizations that have additional funding from State and Federal. We try to get as creative as possible to assist the students.
Good Luck! This is always a tough one to deal with!
Pam
Pam and Kelli
Just wondering how well the student understands the requirements of a background check. Sounds like something that has to be expressed to the student several times and in several ways until they understand it.
Best,
Susan
When I am in the classroom for Professional Career Development and during orientation, I bring up the subject of having "Issues with the Law". I tell the students that if they have had contact with the law, then it is in their best interest to come in and sit down with me personally and talk about it. I explain to them that this information lets me know which employers I can send them to. When I critique resumes' I ask the student to explain large gaps in their resume', not only to provide information for me, this is also an opportunity for the student to practice explaining the gap to prospective employers. When I bring up the subject it has been like a relief for some of them, because I let them know that I am non-judgemental and I let them know that everyone deserves another chance and our school will assist them in every way that we can to be successful. I interact with our students as much as time permits, and for the most part students are comfortable coming in and sitting down and talking with me. It has been my experiece that the students that have had issues with the law work harder, because of their background.
Hi Maria
Very well said. You stated problems either many of us don't know or don't know how to deal with. And you provided many solutions. It must also work because of you. My guess is you are business like, warm, and non judgmental. Something to teach your instructors and staff.
Great, Susan
Thanks for all the info. I come accross this situationa a lot. This will help me when finding and externsite or when looking for employers for my grads.
Always important to get all information. With complete information you can figure out how to handle. Best wishes, Susan
I have several opportunities of getting information from new enrollments as well as upcoming graduates.
I make placement calls to all students getting ready to enroll and attend orientation. The call is geared toward the students career aspirations. As I'm getting their information on the type of career and company they'd like to work for this gives me an idea as to whether or not a background check will be required and then I have the opportunity to ask about a person's driving record, background and whether or not they will have issues with a pre-employment drug screen.
The second opportunity for receiving information is during my graduate gatherings when I have them fill out paperwork including an "Exit Interview". During this time, I take my own notes and tell them that most company's have a minimum hiring requirement or standard that they will be expected to meet. Since I am their liason, I need accurate information from them regarding their background and driving record so that I can place them with the appropriate company and career. So far, I haven't had anyone feel uncomfortable giving me the information. I always tell the student that whatever we talk about is strictly confidential too. This way I'm not wasting time emailing resumes to employers when I know there is no way they can pass the minimum hiring requirements.
For employers that don't require background checks I email resumes from graduates that have less than a steller background but know they have made significant changes in their life and will be terrific employees. The ones that can pass background checks I email to the bigger companies. So far it's working out well.
Hi Dolores, From the outline of what you do you sound very thorough and organized. And you connect with students in a variety of ways and at different times during their school experience. This can yield a lot of results. It makes students aware of your career center and services. It allows you to connect with students early on in their trainng, which impacts on retention. It keeps the contact information on each student current. That's always a challenge! It sounds like some or all of your programs train people for jobs that may require background checks. And that the backgrounds of some students may not qualify them for certain jobs. If that is the case, we are wondering if the background checks are part of the admissions requirements and process.
The other thing we are wondering about is how informed the applicants are about each program and types of jobs that will be open to them upon graduation. When you discuss with them about the types of jobs they want, we get the feeling that it is the type of discussion admissions should be having. Or perhaps career services needs to be more involved with the admissions process.
Always a challenge to deal with grads with less than stellar backgrounds. Out thought is what can be done to compensate for these backgrounds and put people on a success track. What is the response of the employer? You have two parties to please - the struggling grad and the employer who expects quality grads from your school.
You've brought up lots of great points. Sounds like you are doing a great job. One way to really know is to keep evaluating every step of the career services process and placement results. Then see what the results tell you.
Best wishes, Susan
Kelli
Our admissions department usually covers this item at the time of initial interview. so we know from day one about ex-offenders.
I have suscribed to books and catalogs on Resumes, Cover letters and Interviewing tips for Ex-offendor. I've also made some key contacts with our local Work Force Center. They have knowledge and approval to view Employers that have will allow candidates with priors.
You should note that they're some very good incentives for employers that hire ex-offenders. A tax write-off anywhere from 2k - 7k. jav
Hi Kelli and John
Always a challenging time to work with folks with records. Some professions clearly prevent felons from applying for those jobs. That's easy to screen. It's then working with employers who are wary about the person although legally must consider them. It makes it all the more important that the student is motivated to perform outstandingly to have a good transcript and that the person is well prepared for any questions during an interview. Thanks, Susan
We work with students and graduates with felony backgrounds here at our school, some do not disclose the truth to us here in the placement department maybe because they are embarrassed. This makes it difficult for us when we send an applicant to the employer who runs a 7 year background check and it comes back with a very detailed and extensive record. How do you suggest we get our students to disclose this information to us with the assurance that we are still going to work with them 100% at finding them a great job?
Hi Salena,
Not sure how to get them to disclose this information. At our school we let them know we will be doing a background check so they must inform us of anything in their previous life that would indicate that they have had problems that would need to be disclosed to us. We let them know we are doing this background check because we are required to by law so the more information they can share the easier it will be for us to work with them in the program. By letting them know it is not our requirement but a legal requirement and that it will not in anyway affect their status in the program we get about 98% disclosure. The 2% that don't disclose generally are not going to make it in school anyway, which is sad because these individuals are facing a real tough future as it is. Don't know if this helps or not but that is how it works in our school. We feel the key is trust and respect. By showing both we get the students in turn to trust and respect us.
Gary
