5 Tips on Hiring Employees from Brent Gingerich, CEO and Owner of 500-Employee peopleCare

Brent Gingerich likes to make a difference. He owns peopleCare Inc., a long term care & assisted living community, that’s grown to 500 employees through hiring people who fit their unique family-like culture. Brent sees hiring employees as a mission-critical job for his organization’s success and likes to stay involved in the hiring process.

Brent, whom I met through Entrepreneurs’ Organization (EO), recently hired over 100 people, in a few short months, for a new peopleCare facility. This type of growth and transformation is what gets me excited about working with small and medium-sized businesses.

1) What’s the best advice you’ve ever received regarding hiring employees? Why was it the best?

  • Out of all the functions and responsibilities of a successful management organization, hiring is the most important thing you do. Having the right people in your organization in the right roles will make or break your success.

2) What’s the most effective interview question you’ve ever used in employee hiring … and what was the outcome from using it?

  • I try to get have the candidate expose potential references they didn’t write down on their reference list. I believe past job performance is the best indicator of future performance.

3) When it comes to hiring a new employee, what is the best time/money-saving tip you know? Can you quantify your savings?

4) What’s your best advice for avoiding hiring mistakes in the hiring selection process? Why?

  • Get to know as much background about the candidate as possible and whether they ‘fit’ the position; therefore one also needs to know as much about the position as possible. A great person in the wrong role, is as bad as a wrong person in a great role.

5) Where (from what source) do you tend to find your best small business job candidates? Why is it the best source for you?

  • The best of candidates come from inside one’s own organization, those who you have hired early in their careers and trained, understand your organization and culture, and their background profile is a fit for future role. Therefore hiring candidates for lower level positions who have potential to grow is another important element of success.


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