Table Of ContentDOCUMENT RESUME
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Delivering the Future: The Mock Job Fair Handbook = Realiser
TITLE
L'Avenir: Guide pour la Simulation d'un Salon de L'emploi.
Federal Bureau of Prisons (Dept. of Justice), Washington,
INSTITUTION
DC.
2000-00-00
PUB DATE
68p.; French translation of the Handbook courtesy of Ann
NOTE
Marie Sahagian. Includes Employment Resource Center.
For full text: http://www.unicor.gov/placement/handbk00.rtf
AVAILABLE FROM
(rich text format) or
http://www.unicor.gov/placement/handbk00.wpd (WordPerfect
6.01 format).
Multilingual/Bilingual Materials (171)
PUB TYPE
English, French
LANGUAGE
MF01/PC03 Plus Postage.
EDRS PRICE
Adult Education; *Career Education; *Correctional Education;
DESCRIPTORS
*Correctional Rehabilitation; Employer Attitudes; Foreign
Countries; Guidelines; Information Sources; Job Search
Methods; Occupational Information; Prisoners; Program
Guides; Questionnaires; Resource Centers; Resource
Materials; *Simulation
Canada; *Job Fairs; *United States
IDENTIFIERS
ABSTRACT
These three documents contain information about mock job
fairs for inmates at federal correctional institutes. The first document is a
guide to planning and conducting mock job fairs for inmates at correctional
institutions and discusses topics such as the following: understanding the
nature and purpose of job fairs; planning a job fair; establishing a time and
date; gaining approval for the fair; contacting area employers; scheduling
employer interviews with inmates; conducting the fair; and conducting
effective close-out activities. The guide's 13 appendixes provide sample
letters, interview schedules, and evaluation forms for use in planning and
conducting job fairs. The second document is a French version of the guide to
planning and conducting mock job fairs. The third document is a summary
report and evaluation of the first annual mock job fair "Gateway to Success,"
which was conducted at the federal correctional institute Terminal Island.
The third document, which details procedures for establishing correctional
institution-based employment resource centers, discusses the following
topics: location, staff, and resources; furnishings and materials;'activities
resources; government published resources; and privately published resources.
(MN)
Reproductions supplied by EDRS are the best that can be made
from the original document.
Delivering the Future:
The Mock Job Fair Handbook
Realiser L'Avenir:
Guide pour la Simulation d'un Salon de L'emploi
BEST COPY AVAILABLE
2
The
Mock Job Fair
Handbook
-
DELIVERING THE
U.S. DEPARTMENT OF EDUCATION
oilico of Educational HoSnarch and Improvement
EDUCATIONAL RESOURCES INFORMATION
CENTER (ERIC)
"his document has been reproduced as
received from the person or organization
originating it.
Minor changes have been made to
improve reproduction quality.
Points of view or opinions stated in this
document do not necessarily represent
ollicial OERI position or policy.
Federal Bureau of Prisons
Inmate Placement Program Branch
2000
Washington, DC 20534
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/www.unicor.gov /placement for
The Inmate Placement Program Web Page at http: /
employment enhancement programs
additional information about job fairs and other inmate
Branch at 202-305-3860/3872/3553, or e-mail:
or call the Inmate Placement
[email protected]
BEST COPY AVAILABLE
Table of Contents
First things first
1
Introduction
1
What is a job fair?
1
2
Why have job fairs in institutions?
2
Job fair models
2
Planning the job fair
3
Identify companies and/or agencies that may participate
4
Prepare inmates for the job fair
4
Seek the support of other departments
4
Identify a location
5
Make a "to do" list
6
Keep the ball rolling
6
Establish a date and time
6
Identify conflicts
6
Get approval from the institution warden
6
Develop a theme
7
Submit the program proposal
7
Contact area employers
7
Identify the key players
7
Make verification calls
7
Send letters to employers
8
Follow-up
8
Send confirmation letters
8
Obtain company information
8
Provide good directions
9
Directions from north, south, east and west
9
Schedule employer interviews with inmates
9
Use a scheduling system
9
Make copies and distribute them widely
9
Fax reminders to employers
10
Prepare folders and handouts for employers
11
The big day
11
Conduct the mock job fair
11
Timing is everything
11
Set up the interview site
12
Brief the employers on dos and don'ts
12
Close-out is very important
12
Employer recognition and Thank You
13
Conclusion
14
Sample Invitation Letter
Appendix A
16
Appendix B
16
Inmate/Employer Interview Schedule
17
Employer/Inmate Interview Schedule
18
Sample Confirmation Letter
Appendix C
20
Sample Interview Evaluation
Appendix D
5
Appendix E Sample Interview Schedule (Inmate)
21
Appendix F
Sample Interview Schedule (Employer)
22
Appendix G
Sample Employer Job Fair Evaluation
23
Appendix H
Sample Inmate Job Fair Evaluation
24
Appendix I Sample Staff Evaluation Report
25
Appendix J
Sample Interview Questions
26
Appendix K
Sample Thank You Letter
27
Appendix L
Feedback from Inmates and Employers
28
Job Fair Feedback Form (Company)
29
Job Fair Feedback Form (Inmate)
30
1
First things first
Introduction
In 1992, the Crime Prevention
Job fairs have been used by schools and other institutions for many years.
began to hold mock job fairs
Institute (CPI), under the leadership of its president, Robb Southerland,
fairs also provided prisoners the opportunity
in state correctional institutions in Texas. These mock job
from real companies. Prisoners filled out company specific
to participate in job interviews with recruiters
Company recruiters carried out
applications, and had as many as five interviews during a single job fair.
minutes of the scheduled half hour,
the job interviews as if they were real, and during the last ten
prisoners, many of whom had been out
critiqued the prisoners' performance during the interview. The
the experience, and were better prepared for job
of the labor market for several years, benefitted from
unanimously found the experience worthwhile,
interviews upon release. The company representatives
these mock job fairs grew from 60 to more
and the number of companies in Texas that participated in
than 350.
experience of CPI, initiated a similar program
The Bureau of Prisons (BOP), building on the positive
from both federal and non federal correctional
in 1996: As a result, the BOP has received requests
developed in an effort to respond to
institutions for assistance in holding job fairs. This handbook was
forms, and related materials included in the
those requests. Many of the sample letters, evaluation
Social Science Program Analyst, National
appendix to this handbook were developed by Marilyn Moses,
French by courtesy of Ann Marie Sahagian CEO
Institute of Justice. The handbook is now available in
of Correctional Service of Canada (CORCAN).
What is a job fair?
and
and related service agencies together in an interview
A mock job fair involves gathering employers
The interview format provides realistic
information format to allow inmates job interview experience.
who will be released to the job market in the near
job application and interview experiences to inmates
1
future. The information format provides job market information and contact opportunities that can lead
to job interviews, further education and training options, and provide access to community services upon
release from prison.
Why have job fairs in institutions?
Many inmates are unfamiliar with job search, application, and interview techniques. Pre-release programs
job interviews and application
can provide general job information and, in some cases, provide "practice"
preparation. Job fairs, however, give inmates realistic experience where they can learn and improve their
job seeking skills. Institutions that have job fairs develop valuable contacts with employers, and enhance
the credibility of their programs with inmates and the community. As a result, many employers change
their viewpoint about the program, and look more favorably on hiring ex-offenders after being exposed
jobs and
to inmates during the job fair event. This can directly contribute to the ability of inmates to get
be successful in the community.
Job fair models
There are three models for job fairs: the mock job fair interview model, the information model, or a
combination of the two. The interview model includes 30 minute employer interviews of inmates. The
information model involves providing information, on-site, from employers, education, social service,
and related agencies. Each model can be alternated periodically to determine what works best in a
particular correctional setting. The first order of business is to get organized and list the tasks that must
and
be accomplished. The warden should appoint a job fair coordinator to organize all planning
implementation of the job fair.
Planning the job fair
Branch (IPPB), Federal Bureau
Literature about job fairs is available from the Inmate Placement Program
correctional settings in Texas
of Prisons (BOP). The job fairs have a proven track record in a variety of
the IPPB includes a copy of the
and, since 1997, in BOP institutions. The information provided by
have been conducted for
National Institute of Justice's Program Focus about the Texas job fairs. These
Crime Prevention Institute (CPI). The information packet also
more than five years in Texas by the
addresses for job banks.
includes resource lists and other job seeking information such as INTERNET
2
8
in a job fair are critical. Sample letters, evaluation
Letters inviting prospective employers to participate
the fair, can be found in the appendixes
forms, other related material, and the time required to accomplish
to this handbook.
Identify companies and/or agencies that may participate
potential employers in an area reasonably close
A key component to the job fair process is identifying
participate. Identify large companies that operate in metropolitan
to the job fair site who might want to
be released. You might suggest employers that do business
areas where inmates in the institution may
Internet, the local chamber of commerce,
with the institution, such as local supply and parts stores. The
and similar employer lists can help identify
the yellow pages, Better Business Bureau publications,
relations board, pre-release guest speaker lists,
appropriate companies. An institution's community
also help.
personal contacts, and any other resources available locally, can
assistance in making employer contacts and in
Many colleges have job fairs and may provide
of the job fair, check with the college career
helping to sponsor the prison job fair. In advance
be interested
cooperative education division, to determine if they would
resource center, or extension or
inmates who are scheduled to participate in the
in offering employability and retention skills seminars to
writing, job applications, release portfolios,
job fair. The seminars might cover such subjects as resumes
College credit for the course could be optional.
dress for success, the job interview, and related subjects.
needs and invite
that target individuals with disabilities or other
You may also want to contact agencies
already
IIPB office for names of employers who have
them to participate in the job fair. Contact the
and who may have a branch in your area.
participated in correctional institution job fairs,
job service agencies as possible job fair
Remember to check local employment and temporary
be
participated in a prison job fair elsewhere, this can
participants. Also, if an employer has already
mentioned in your invitation letters.
3
Prepare inmates for the job fair
The selection of inmate participants is important, and preparing them for interviews with company
check
recruiters is critical. Include those inmates who are eighteen months or less from release, and
to be sure they have completed a pre-release program.
with physical or learning
Keep in mind that hearing or visually impaired inmates, as well as those
The job fair
disabilities, may need special assistance to prepare for and carry out their interviews.
of education,
committee or coordinator may want to meet with the institution psychologist; supervisor
the effective participation
and the involved case manager, to develop an appropriate plan of action for
of inmates with special needs.
job applications in a
Pre-release programs should include preparation of a resume, and completing
in these two important
legible, accurate, and complete fashion. Spend some time on refresher training
good grooming and appearance, the importance of a firm
areas, and cover such additional subjects as
order), responding to
handshake, speaking in a clear, concise, and friendly manner (a few smiles are in
finger and foot "tapping," and
the interviewers' questions in an open and sincere fashion, and avoid
interview skills with each other
other sign of nervousness. Encourage the participants to practice these
in advance of the job fair.
copies of work assignment or
Finally, each participant should have a folder that includes a resume,
certificates, and other pertinent
education progress reports, an education transcript, education
carrying their employment
Inmates should be encouraged to save these folders to use in
information.
directly to their home
portfolios when they are released to community corrections centers, or
leave with a positive
Stress how important it is that the company representatives
communities.
of inmates they might have had
impression of the participants, and not with the stereotypical picture
before their participation in the job fair.
Seek the support of other departments
assistance, extra staff, and other institution support
Input regarding location of the job fair, custodial
likely to be
A plan which involves the entire facility is also more
can be crucial to job fair success.
approved by the institution's administration.
Identify a location
gymnasium for a job fair. A location with an adjacent
Many facilities have used their visiting room or
between interviews.
waiting area is desirable to allow inmates a place to prepare
iu
4
