Job Interviewing Lessons from Prison

May 22, 2006 — -- I went to prison last week.

The Federal Correctional Institution in Danbury, Conn., which houses 1,300 female inmates, asked me to visit to discuss employment prospects and job search strategies post-release.

I made my first faux pas within 15 minutes of my arrival.

As I talked to a group of felons, I told them in no uncertain terms that they'd need to hustle to find work. A prison official tapped me on the shoulder and motioned me to the side. He politely explained that "hustle" had a very different meaning to these women than the one I intended. While I meant pounding the pavement and working hard to land a job, they interpreted hustle to mean drug dealing and prostitution. You can be sure I didn't use that word again for the remaining four hours of my time behind bars.

Another group of women told me they were scheduled for release in the next couple of months and they were eager to get to work. "Why should an employer hire you?" I asked. The answer from all of the women was the same: "Because I did my time and I deserve a chance. I need a break."

I warned them that such a response wasn't good enough. Employers don't make charity hires, sympathy selections or decisions based solely on the needs of prospective applicants. Instead, companies extend offers to the people they believe will successfully fulfill the obligations of the position.

That's not unique to how employers evaluate ex-convicts: Just like service men and women in the military seeking to transition to civilian work or stay-at-home moms desiring a return to the workplace, ex-cons re-entering the job market must be ready to explain the hard and soft skills they offer a potential employer. This includes behavioral traits gained through challenging experience. Conflict resolution, extraordinary discipline, respect for authority, and growth and maturity developed from intense self-reflection are among the valuable skills many of these inmates will take away from their punishments and rehabilitation.

I toured the grounds -- from the dormitory-style bunks to the commissary and classrooms -- and as prisons go, it was much better than I expected. Clean, well-manicured gardens, pleasant staff, decent food prepared from an exceptional culinary program, and adorable Labradors in the therapeutic "Puppies Behind Bars" training sessions. No wonder Martha Stewart asked to serve her sentence here, even though her request was denied. Leona Helmsley remains the most recent celebrity alumna.

But what struck me most were the faces of the inmates. While most smiled and were eager to chat, I was drawn to the more sullen, hardened looks. I told those people what I tell other jobseekers: the game face won't fly when you're looking for help or seeking a job. It's the facial express that's used in sports and on the streets. It's the look as if to say, I'm tough, so don't mess with me.

Poor body language and severe facial expressions will overshadow even the best, most polished and well-rehearsed interview responses. I've hired people because I got the immediate sense that they were kind, good, decent souls. And I've rejected others with awesome resumes because their demeanors were too harsh.

As I said this, these women began to smile. They understood exactly what I was saying. I asked them to encourage each other to soften their looks and smile regularly. It's good advice for anyone trying to land a job.

One administrator told me she addresses all of the prisoners as ladies until they do something stupid, and then they're called inmates. I appreciated that she gives them the benefit of the doubt. It's one small, but meaningful tactic, toward helping offenders acquire the social and technical skills necessary to successfully transition from prison to law-abiding, productive members of society.

The leading cause of recidivism is a lack of job opportunities. But the reality is there are no handouts, no short cuts to employment success for any of us. That said, not everyone has had a perfect path in life. Even people who've made mistakes can turn themselves around to become valued employees, if only the decision makers would be willing to give them a chance.

To connect directly with Tory Johnson or for other information on career advancement, visit www.womenforhire.com