When DUIs are On the Resume: Crafting a Solution for Job Seekers

Believe it or not, 1 in 10 Americans have a criminal offense. Surprised? 

The culprit?... DUIs or “Driving Under the Influence” of alcohol and/or drugs. These offenses, which have slightly different names and definitions across the country, drive up the numbers. 

Just today, I was reminded of how common DUIs are while I was chatting with a colleague who coaches high-level professionals. She shared that she is coaching a woman who picked-up two DUIs several years ago when dealing (not well) with the sudden death of her husband. My colleague asked for “a thimble of advice” and thanked me 15 minutes later for the “gallon” I shared. Here are highlights in case you are helping clients in similar situations.

Rearrange the Job Search

When employers become aware of the DUI (or other criminal offenses and other barriers) before they meet the person, it will be very difficult for the individual to overcome resulting bias. So, teach the client to get employer interactions and interviews (even offers!) prior to submitting applications and resumes. To do this, they can use ‘side door’ strategies, like those taught in The 6 Reasons You’ll Get the Job, including 

• getting introductions from people who work in a place they want to, 
• volunteering or doing an internship, 
• going in as an impressive customer, 
• attending community, 
• company or industry events, 
• conducting Informational Interviews (a la Daniel Porot) live or by phone, 
• and more. 

This allows them to prove their value for the job, establish their character and lay the foundation to overcome negative assumptions that may arise when employers discover they are ‘someone with a DUI.’

Craft a Good Answer

Ideally, the question about the DUI(s) will come well after interested employers have gotten to know the individual, have seen their value, and even begun to like and trust them. Whenever the question arises (upfront, and even after rapport is established), the client needs an honest, good answer that allows employers to get their concerns addressed, then re-focuses on the qualifications for the job. 

Here is a 5-step framework and tips for each to use in crafting a good answer for DUIs, and other negative past events and patterns that may concern employers: 

1. Welcome the Question [5 seconds] – The client’s comfort can put the employer at ease. Eye contact and relaxed body language is key. 
2. Take Responsibility [10 seconds] – No blaming, candy coating or excusing. The client must own their part. Use language that shares the truth of the situation without alarming the employer. 
3. Share the Moment of Clarity [10 seconds] – Rather than saying “it won’t be a problem,” have them share a specific instance (equal in weight to the situation) when they determined not to let it happen again. 
4. Paint a New Picture [15 seconds] – Have them give clear evidence that helps employers realize (on their own) that this will not occur again. New friends, new lifestyle are just a couple of examples. 
5. Transition to why they would be great for the job.

One Last Thought

My colleague was grateful to hear these ideas and assured me they would be helpful to her client. However, on further discussions, we also concluded that it was not just the employer’s reaction to the DUIs holding her client back, but the client’s own fear factor and self-sabotage which ensure that employers never get to hear her story. I encouraged my colleague and I encourage you to read my articles on helping clients overcome their own fear factor and self-sabotage.

As always, it is a pleasure to be part of your good work.