The old adage “hire for talent, train for skill” is pervasive in the business world.  Working with low-income men and women, however, has its specific set of challenges and opportunities. 

There are different methods I use to assess the real talent of someone who hasn’t had a job interview in a decade (some, for more):

Check Their Keys

I always make it a point to see how many keys they have on their key ring.  Here’s why:

Having a key is a sign of responsibility.  Either someone trusts you enough to give you access to something they own, or you own something of enough value to need a key.

Having only one key is a red flag, as the first key is usually for an apartment or house.  Of the 137 employees I’ve hired, 90% have only had only one key.  A second key is usually for a vehicle.  The more keys, the more you are likely to be trusted. 

Find Out Their Goals

There’s no better way to building loyalty than showing someone you have a personal interest in helping them thrive.  I always ask potential new hires for two personal goals.  This tells me 1) they are ready to work, and 2) they can envision their life further out than just tomorrow.

One of the best employees I ever hired, David, told me that his goal was to have a cat.  I thought this was strange but hired him anyway.  It turns out that as a kid (before he pushed pause on life), he had a cat, which was tied to great childhood memories.  And since his apartment complex did not allow pets, he would need to save money to move to a more expensive apartment (in a better part of town) to have a cat. 

After a couple years, he moved into a new place, and got a kitten. And shortly thereafter, he saved up enough money for an A-to-B vehicle.  I helped him negotiate a great deal on a car, and our staff pitched in to help furnish his new place.  David has been a walking, talking testimonial of how dedication, hard work, and belief in yourself can pay off.

Give Them Simple Ground Rules

This tip has helped me the most.  At all my interviews, I state very clearly that I expect two simple things: 1) Come to work with a good attitude, and 2) Come prepared to work hard.  It’s amazing how many people have a hard time with one of those rules. 

I specifically remember one employee who, after handing me a resume with more work experience than any employee I’d ever had, said to my face, “I want to work.  I don’t NEED to work.”

I told him that we hire people who both want AND need to work and showed him the door.  If he didn’t need to work, I knew he’d only show up when he felt like it.  And it’s impossible to run a business with anyone with that kind of attitude.

The young workforce of today shows a higher propensity of career hopping. Studies show that 91% of millennials expect to hold a job for only 3 years or less.  This means that they could have between 15-20 jobs in their lifetime! 

Considering the emotional and financial cost of hiring and training new employees, checking their keys and goals can save you a fair share of heartache. Most importantly, show them you believe in them. They might start believing in themselves too.