So says Ron Cerekas, a Warren, Mich., resident who called recently in response to a column on Las Vegas employers hungry for skilled workers.

"There are certain roadblocks into getting into Las Vegas," said Cerekas in a telephone interview. "For out-of-towners, they want to see a Nevada driver's license, they want to make sure you're serious. They say the city does attract a lot of rabble that isn't serious about work, they want to strike it rich."

Cerekas works in the accounting and finance department of a firm that laid him off but recently rehired him. Some of his relatives and friends have struggled in the automotive industry and, like him, eye the Las Vegas classified ads and job boards.

"We hope for the best, but we are kind of getting ready for anything," Cerekas said. "It seems like Las Vegas is one of the better job markets, but it's very hard to crack."

Leaders at several local staffing agencies that confirmed some companies are selective about where applicants for certain positions live. Unlike managers and professionals — who are flown out for interviews and paid to move here — those seeking lower-paying jobs have the burden of proving they will be a committed employee.

"With 30-some-odd million people traveling through, some say, 'Hey it's beautiful. If I could find a job, I'd stay,' " said Doug Geinzer, president of Recruiting Nevada, which operates a network of employment Web sites.

Some may be angling for a free trip to Las Vegas on an interview. Or, in another instance: "At a casino floor, they may see a sign that says 'human resources,' and think, 'If they hire me, maybe I'll go home and pack my bags,' " he said.

Jennifer DeHaven, president of the Nevada Staffing Association, said employers' concerns often stem from the cost that they put into a worker.

"We present resumes for companies we're recruiting for, and their first question is, 'How long have they lived in Las Vegas?' " said DeHaven, executive vice president of Millenium Staffing.

"They're afraid of turnover, and they don't want to invest training dollars into somebody, and then have that someone turn around and leave."

Sometimes, not even locals are exempt from suspicion. Las Vegas' job-heavy market makes some employees nervous even about hiring workers who live far away from the job site, Geinzer said.

"They know a candidate's willingness to drive for an hourly wage," he said. "People from that ZIP code have quit within 30 days because they can't justify the drive."

(Las Vegas employment lawyer Mark Ricciardi says the practice likely would hold up in court because Las Vegas ZIP codes are well mixed racially, which is where a problem might arise.)

Exceptions to these recruiting strategies include the ongoing search for in-demand nurses and teachers. While employers advertise outside of Las Vegas for these positions, employees usually wind up paying for their own moving expenses, Geinzer said.

All of this may seem intimidating to out of state workers, but staffing professionals promise that there are ways to work around it.

"If you're serious, get a local address, whether with a friend or a family member or at a post office box inside of a Smith's," he said. "Get a local telephone number, whether it be a beeper or a cell. That moves you up on a priority list when an employee is looking at candidates."

Workers could also move here with the intention of getting a temporary job, then apply for full-time work, DeHaven said.

Staffing professionals are aware it may not be so easy, especially when workers try to move from an economically depressed area.

"The affordable housing factor is the biggest issue," said Cottia Jo Bender, senior executive search recruiter with Staffmark.

"Do we have someone who can leave there and have a home and not sell it? But even if we can attract these people, can they afford to live here?"

Recruiters do the best they can, pitching the climate and brand-new feel of the town, Bender said.

DeHaven advises people to take a risk, because good workers will find jobs.

"Las Vegas in general is always looking for skilled people with a good work ethic," said Jennifer DeHaven, president of the Nevada Staffing Association. "We don't want them to feel discouraged in coming here. We're booming, and we need good employees."