Back in 2015, All-In-Staffing’s Account Executive, Mike Trent, was in sales and business development, helping the firm get off the ground. Today, he’s part of a thriving staffing service company operating out of three offices in the Cleveland, Ohio area. Their specialty is the manufacturing sector, placing candidates in a range of industrial and clerical roles.

Mike Trent, Account Executive for All-In-Staffing

Working in an increasingly digital world, and staffing a technology-driven sector like manufacturing, it made sense for Mike and his team to go paperless. He had two goals: make it easier to get the right candidates through the door, and make better use of data. They partnered with PCRecruiter, and we recently helped them finish the leap from paper-based to online recruiting. Here’s their story.

There’s a huge labor shortage in our area. The process we’re using now – thanks to PCRecruiter and our web-based platform – helps us extend our reach.

Mike Trent, Account Executive, All-In-Staffing 

Before going paperless, All-In-Staffing operated a recruiting model familiar to many firms. They stored their candidate records on paper files, including extensive handwritten notes on a front sheet. It was a flawed system, but it worked — to a point. After first signing on with PCRecruiter in 2016, the team began tracking their process in the ATS, which made the recruiters’ work much simpler. However, the recruiters still had to manage transferring paper application responses into the system by hand.

Attracting the right applicants

In 2023, All-In Staffing decided to pursue the complete digitization and optimization of their application process. They realized that this would improve the candidate experience, and consequently fill more roles for their clients.

Before pushing into online recruiting, applicants would physically come into the office and complete a 19-page paper application for the open positions. The form-filling cost everyone a lot of time, potentially up to an hour, and wasn’t great for the candidate experience. There was also no ‘job board’ as such, and applicants needed to make an in-person visit or call the office to find out what was available.

On paper, there’s just no connection. You can’t connect the data at all. You can reference it, but there’s a lot of back and forth. Going digital enabled us to put candidates in the right places, and set everyone up for success.

Mike Trent, Account Executive, All-In-Staffing 

As a staffing firm, improving the candidate experience has been key to staying competitive during an ongoing labor shortage. All-In-Staffing has worked to overcome applicants’ negative perceptions of staffing firms and the myth that they only give candidates access to temporary, short-term placements. Becoming more appealing to applicants and changing their perceptions required a new, more digital approach.

Applying from anywhere, anytime 

Marissa Delgado, Office Manager at All-In Staffing

All-In Staffing’s Office Manager, Marissa Delgado, helped oversee the changes, training all the recruiters in the transition from paper to digital. She was well-placed to see the impact. 

Before going digital, many candidates were reluctant to go into the office, unwilling to waste gas or time on a position that wasn’t guaranteed. Online applications were fast becoming the norm, so All-In Staffing needed to meet candidates where they were. 

Working with a PCRecruiter consultant, Marissa and Mike reviewed their old on-paper forms and revised their data collection for the online world. They cut down on the work required of candidates, collecting only the necessary information.

Our online application now takes 20 minutes. Tops. Now applicants can do it from anywhere, as opposed to coming into our office. It saves them — and us — a lot of time.

Marissa Delgado, Office Manager, All-In Staffing

Not only has online recruiting made it easier for applicants, it’s also improved things from the recruiters’ standpoint as well. They can screen more candidates, and screen them before meeting in person, which saves everyone time. 

Making use of online recruiting data across locations

All-In Staffing found great efficiency improvements by eliminating the need for manual filing and the back and forth between the screen and a manual filing system. Not only do digital candidate records take up far less space than paper records, they’re also much easier to reference and share.

That’s especially important for All-In Staffing, who are distributed over three office locations. Regardless of where they’re based, their recruiters can now access every file without putting in a request to another office. Records are secure and centralized, which means they’re accessible and easy to update by everyone who needs them, when they need them.

The All-In Staffing Team, now moving ahead with digital recruiting
The All-In Staffing team poses in front of the Rock & Roll Hall of Fame and Museum in their hometown of Cleveland

Make a plan, make the change

Every firm and every recruiter has their own unique way of doing things, and going digital means change, which can be daunting. However, re-contextualizing a legacy paper-based process for the digital realm can also be a great opportunity to decide what information is actually needed at what step in the process.

Unlike a paper application, where everything must be collected at once, while the candidate is in the office or holding the paper, a digital format makes it easy to collect the minimum to get rolling and to augment the record via emailed questionnaires or other follow-ups if and when the extra details are required.

Going paperless means reimagining your processes and workflows in a whole new context. When done with forethought, expert guidance, and the right recruitment CRM / ATS, it benefits clients, candidates, and recruiters alike.

Discover how PCRecruiter can help digitize and optimize your recruitment processes. Book a demo

Every sector comes with its own unique set of recruitment challenges. The medical space is no exception. Sourcing qualified candidates for a wide range of roles – from Pediatric Allergists to General Radiologists – is no easy feat, especially when there’s a shortage of new talent coming through.

Spencer Britt
Spencer Britt, President of Britt Medical Search

Britt Medical Search have been members of the National Association of Physician Recruiters (NAPR) since 2016. Their dedicated team has built up a network of nearly 500,000 physicians, helping to fill roles in critical access facilities, medical groups, and hospitals.

Co-founder and President, Spencer Britt, spoke to us about the challenges of recruiting in the medical space, his passion for serving the healthcare sector, and how the right recruitment tech helps support the process.

It’s a people business

For recruiters, healthcare is a complex industry to navigate. It takes knowledge, experience, and expertise to understand the needs of healthcare organizations and connect them with the best candidates for their open roles. That’s why Spencer’s background in the health industry and MBA in Healthcare Management are invaluable tools for getting the job done. He understands the needs of different healthcare settings, and the depth and breadth of roles and specialties. 

Like many recruiters in the medical space, Spencer and his team are dealing with high volumes. They have hundreds of thousands of physicians on their books, and around 4,000 open requisitions. That’s why they need recruitment software — an ATS with CRM functionality — that can handle high volumes of data. 

I’m all about simplicity, and I’m a relationships guy – someone who’s not getting worked up about Artificial Intelligence!

Spencer Britt, Co-founder And President, Britt Medical Search

The current talent shortage (partly caused by limited access to fellowship and residency programs) means qualified candidates can cherry-pick their roles. Recruiters need to work fast to get the best candidates in front of a hiring manager. For that reason, candidate databases need clean, up-to-date, and accurate records that are easily searchable.

When sourcing and placing candidates in the medical sector, there are additional factors to consider, from board certification and relevant qualifications to any record of malpractice. Having customizable fields makes sourcing and selecting suitable candidates much easier.

Britt Medical Search’s mission is to get the right medical expertise into healthcare organizations that need it. They do a lot of recruiting for critical access facilities — something Spencer is passionate about. After all, recruitment is a people business.

Balancing generality and specialty

Recruiting in Healthcare
The current talent shortage (partly caused by limited access to fellowship and residency programs) means qualified candidates can cherry-pick their roles.

Like any recruitment sector, there are different approaches to recruiting and retaining top talent in healthcare. Some firms niche-down on a specialty, whereas others — Britt Medical Search included — take a more generalist approach. A lot of that comes down to belief.

Spencer and his team have the relevant expertise and experience to provide a generalist service that covers the full range of candidates and clients. They’re confident in their ability to take on that responsibility and to deliver the best outcomes for all parties. They’ve been doing it now for over 6 years and counting, so they must be getting something right!

PCRecruiter is super simple and intuitive to use. The ability to create unlimited custom fields to hold our particular data points is really important for the work we do.

Spencer Britt, Co-founder & President, Britt Medical Search

One key factor is that healthcare is ever-evolving. Being a generalist enables Spencer and his team to provide recruitment support wherever it’s needed, from placing an orthopedic specialist in New York to filling open positions for a nurse practitioner and a pediatrician in Oregon. 

With an intuitive yet powerful and customizable ATS/CRM at the center of their tech stack, Britt Medical Search is empowered to serve a broad community of medical professionals. They’re able to strike the right balance between generality and specialty.

The value of human interaction

Spencer enjoys the diversity and variety of his role. Like most recruiters, he thrives on human interaction. At Britt Medical Search, he handles new and continuing client communications while other team members focus on key aspects of data management, and moving candidates along their uniquely configured pipeline toward a placement.

For Spencer, it’s important that recruitment tech is not overly engineered. It needs to support the process, not get in the way of it. That’s because collaboration is the key to success. Spencer’s team collaborate and communicate with each other, and clients, to achieve a simple end goal: to find a great healthcare provider who can support a local community.  

PCRecruiter offers all we need for all the volume we have, which says a lot. I can’t underscore that enough. It’s been a real cornerstone for our base of client customers.

Spencer Britt, Co-founder And President, Britt Medical Search

Human interaction lies at the core of Britt Medical Search. They believe in the fundamentals of human communication. They know their roles, and they know how all of their efforts can work synergistically toward their goals. 

For Spencer, taking a human-centric approach to recruiting boils down to one thing: be easy to reach. It’s that ability to be responsive and contactable in and around people’s busy schedules that make the difference in a high-volume recruitment sector like healthcare. That, together with the right recruitment tech.

No matter what space you recruit in – whether you’re in permanent placement, contracting, or HR sourcing – PCRecruiter makes it easier to do more of what matters most: interacting with people. 

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