POTENTIAL EMPLOYERS OF WORK RELEASEES ARE OFTEN RELUCTANT TO HIRE INMATES, FEARING THAT THEIR WORK HABITS MIGHT BE UNRELIABLE OR THAT THEY MIGHT CONSTITUTE A THREAT TO THE SAFETY OF OTHER EMPLOYEES. IN ORDER TO FIND THE MOST EFFECTIVE WAYS OF APPROACHING AN EMPLOYER AND PERSUADING HIM TO HIRE A PRISON INMATE, A SURVEY OF WORK RELEASE ADMINISTRATORS WAS CONDUCTED. A VARIETY OF APPROACHES FOR LOCATING PROSPECTIVE EMPLOYERS WERE SUGGESTED, RANGING FROM USE OF EMPLOYMENT AGENCIES AND WANT ADS TO CONTACTING CIVIC AND CHARITABLE GROUPS. PERSONAL CONTACTS, HOWEVER, WERE BY FAR THE MOST FREQUENTLY RECOMMENDED MEANS OF UNCOVERING JOB OPPORTUNITIES. THE ADMINISTRATORS WERE NOT IN AGREEMENT ON OPTIMALLY EFFECTIVE MEASURES FOR CONVINCING THE EMPLOYER TO HIRE WORK RELEASEES. SOME PREFERRED APPEALING TO THE SOCIAL CONSCIENCE OF THE EMPLOYER BY STRESSING THE BENEFITS OF WORK RELEASE ON THE INMATE AND THE COMMUNITY. OTHER ADMINISTRATORS ADHERED TO THE 'GOOD BUSINESS SENSE' APPROACH AND THEN WENT ON TO OFFER A NUMBER OF REASONS FOR GIVING INMATES PREFERENCE OVER OTHER QUALIFIED APPLICANTS IN HIRING. THESE REASONS INCLUDED POSSIBILITIES OF A REDUCED RATE OF ABSENTEEISM, BETTER JOB PERFORMANCE, AVAILABILITY OF BACKGROUND INFORMATION ON THE INDIVIDUAL, AND CERTAIN INDIRECT BENEFITS. VARIOUS METHODS FOR OVERCOMING EMPLOYER FEARS ARE SUGGESTED, INCLUDING EMPHASIZING THE SCREENING PROCEDURE, USING TESTIMONIALS, ENCOURAGING EMPLOYER-INMATE CONTACTS, AND DEMONSTRATING THE INMATE'S PROVEN 'TRACK RECORD.' FOOTNOTES ARE INCLUDED. (AUTHOR ABSTRACT MODIFIED--DAG)