James: I definitely echo that. Don’t even think about applying for graduate jobs until you’ve read my free guide, Would you like a free 30-minute video coaching call? So, if they go to work in business, then they may encourage their organization to employ ex-offenders or to run workshops in prisons and really kind of break down, I guess, that big barrier, because this is a part of society which 90% of people have no exposure to, have no access to, and we want to ensure that positive stories are getting out of that environment and into the wider society so that prisoners seem more as people and people who are going to come out and live next door to you, and we don’t want them to be in a position where they feel like they have to reoffend because they’re back in the same situation that they were before. But also, it’s kind of linked to some of the issues that you’ll be dealing with as a prison officer. Additionally, you can subscribe via Spotify, iTunes, or Stitcher radio. People were outside, and it’s a resettlement prison, so there is lots of movement around the prison. (Note: The Experience of Prison Officer Training by Helen Arnold is in the book ‘Understanding Prison Staff below), (Note: Prison Officers and Prison Culture by Helen Arnold is in the book ‘Handbook on Prisons below), (Note: Helen co-authors the below book on ‘Prisons and Their Moral Performance’. Yep, this week I am joined by Maria Donovan, the recruitment director for the brand new graduate scheme, Unlocked Grads, the innovative new graduate scheme aimed at attracting top graduate talent into the Prison Service. Here, founder and Chief Executive Natasha Porter (@NPorter83) explains their journey and Scarlett, one of their first participants gives her perspective after 100 days on the frontlines. Maria: Well, I think it’s really important just to structure your response appropriately and just make sure that you’re breaking down exactly what your actions were. Obviously, we try to take these into account, but we can’t necessarily make any guarantees. It’s going to be a lot more impressive than if you’ve been spending time on a spreadsheet. What would you recommend how they can stand out in the 100 to 200 words that they’ve got for each question. Yet, the workforce doesn’t represent that at the moment. Maria: Yes and no. James: Moving onto the candidates, then, and what you’re looking for from them. TOP. So, there is quite a bit of routine about it in that respect. A win win. Back to top So, I think that’s quite an inflating element of the program for people to be involved with. So, let’s maybe start out finding more about the scheme to whet the listener’s interest and then we can move onto the application process itself. They are being punished for something that they’ve done. When prisoners give you fake names and try to test you, you keep on asking their first name. I think that’s really important. So, if you’ve just missed out on that 2:1, then don’t be put off.

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