Q&A With A Top Employment Recruiter

Feb

Q&A With A Top Employment Recruiter

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Lil Miss P continues her series on how to find a job…all of her posts can be found under our Knowing How section.

This past week, I tapped a top employment recruiter who has done work with some of the biggest companies in the world. Here is what was shared about working around gaps in employment history, criminal records, and more.

Q: How can someone with a less than perfect history (i.e, spotty work record, jail time, etc.) work around their past and move ahead in a career?

A: It’s hard if someone has a criminal record. Companies can’t put their other employees knowingly at risk. If there are big gaps in employment, using a functional resume instead of a chronological one is one way to highlight abilities and previous experience and not the actual work record. They’re not hiding anything but highlighting what they can do. Also a resume is not a legal document but an application is. You don’t have to list things on your resume (for example: if they have a criminal record), but most applications will ask about a criminal record. They need to read that question in the application carefully and answer it honestly. For example, the question on the application might be “have you been convicted of a crime” which means EVER, or it might be “have you been convicted in the last 7 years”.

The other piece is to have some direction and be realistic about your job search. Most large companies do background checks so that is something you will have to consider if you have a criminal history. A person cannot expect to land a $100k job as a Manager with a questionable past. You have to be willing to start where you are given the opportunity and show your employer that you can be a good worker, reliable, etc. and work from there. This goes for anybody, not just XYZ. Everybody has to start somewhere.

Q: What types of incidents or crimes turn employers away? Is there anything that a job seeker can do about it?

A: On a background check, things like misdemeanor drugs charges, DUI, etc. can sometimes be acceptable but things like theft of violence are almost never acceptable. There’s no “one” way to approach that. It would have to be a case by case basis and each person will have to be prepared to address these things in an interview. Whether it’s a gap in employment to due jail time,
or lots of moves in their work history, it will have to be addressed if asked. And they need to KNOW what is in their criminal record. They do not need to volunteer information but if asked they should know how to address honestly.

Also, having references that can vouch for the person’s character will be helpful. These should be professionals NOT friends.

Q: Is there anything someone can or should do in interviews?

A: Once the person gets an interview they need to be prepared to address those questions if they come up. I found this article on line that I thought
explained it pretty well in the section about Interview Tips. I think that part could apply whether they have a record or just to address a gap in employment. If they don’t have a record but have a sketchy past, they can still focus on their achievements, changes in attitude, etc.

http://www.brightknowledge.org/projects/bright-knowledge/null,1438,AR.html

Q: Is it impossible? It seems like the cards are stacked against!

A: Not at all. It’s just important that to see the situation for what it is, understand it, and take the right steps. People make mistakes and they can change. It’s just a matter of proving that you’ve changed, are living life differently, etc. It’s no different than proving your loyalty or that you can handle things anywhere else in life. And as with anything else, once you do, you’ll have achieved the outcome you want. Most of all, do not get discouraged! There are a lot of programs out there to help people in this very situation, and employers who are willing to give people a second chance!