Advanced Medical Resources

Benefits of Using a Recruiter


 Benefits of Using A Recruiter

When you have an important position to fill, you want to fill it with the best candidate available in the shortest amount of time possible. Finding talented employees can be a difficult task for any business, but when you have key positions that need to be filled, time is money. The costs mount each day the positions remains unfilled. As an experienced Executive recruitment firm, Advanced Medical Resources delivers results-driven candidates who will make an immediate impact on your organization’s success. Whether you require the services of our direct hire recruiting team or our temporary staffing team there are quite a few benefits to using a recruiter to assist in the hiring process:


  • It frees up time for HR and hiring managers: Time saved is a significant consideration. Recruiters can refine the candidate pool down to the top candidates for a position, rather than you having to review hundreds of unscreened resumes, which is incredibly frustrating and time consuming. Why screen 200 resumes when we can provide you with three or four that match the exact skill sets you’re looking for?
  • Since matching applicants with employers is our team’s entire job, we are able to devote the time and get applicants in place quickly, meaning you’ll be able to fill the position faster.
  • There are a lot of resources devoted toward filling a position, including personnel, time and money. Employers should do what they do best, which is run their business. The cost savings realized from working with a recruiter come from allocating resources that would otherwise have to be tied up in hiring to more critical functions.
  • Our recruiters can help write up the job description and do all the legwork involved in getting the initial applicant pool.
  • You see only candidates - job seekers who have been pre-selected to match all the criteria that you are looking for and who are worthy of consideration and interview. We filter out all of the unqualified candidates that apply for a position, saving you a lot of time; you end up with a list of prescreened candidates with minimal work.
  • We handle reference checks for you.
  • CPC Certification, the industry’s only designation of professionalism and ethics and legal knowledge.
  • Our team is well-versed in their respective industry and can identify and connect with a larger group of candidates. This may mean you can get a better match for the position because of the wider applicant pool at our recruiter’s disposal.
  • With 30 years of experience and knowledge, we have the connections to be able to find passive candidates who are a perfect match for the position. This means it’s possible to get even better candidates for the role than the organization would have found on their own.


Benefits of Working With Advanced Medical Resources

Maybe you’ve thought about using a recruiter, but hesitated wondering how to choose the right recruiter for your organization’s unique needs. AMR

The difference in using AMR is we don’t just find great hires, we find great people.

We are committed to giving our clients a competitive advantage that will drive performance and take your company to new areas of success.


Industry Specialization

With over 30 years of executive search experience, Advanced Medical Resources recruiters are highly specialized in niche industries. We have distinct advantages that will benefit you and your business, because we feel the less time spent learning the industry, the faster our team can get to work finding you great people. Having niche recruiters allows us to stay on top of current trends and developments within your industry, allowing us to provide you with insight regarding candidates, the job market, and just about anything else relevant to your search.


Access to More Passive Candidates

Any recruiting company can find you candidates. However, the majority of top candidates are not actively job searching. We have the “know how” to connect you with a range of skills and experience of passive or selective candidates. Passive candidates are people who are currently employed in your industry but may not be actively searching for a new job. They are the hardest candidates to find, but they often have great skills, long tenures, and lots of industry experience. Our experienced team knows where these candidates are and how to reach strong talent that you would otherwise miss out on.


Consultative Approach

Whether you require the services of our Direct Hire recruiting team or our temporary staffing team, filling the talent requirements usually requires unique solutions tailored to each organization’s needs. At AMR, we take a consultative approach to identifying the best option for your organization’s specific needs. We know the ins and outs of the recruiting, interviewing, and hiring process and will provide guidance and advice throughout the entire process.


Higher Acceptance Rate

Once, suitable candidates are found that specifically match the requirements of the position, AMR will recruit them for that position, highlighting the advantages and benefits of the opportunity throughout the entire process. As a result of working closely with both client and candidate, when an offer is extended to the top candidate, that candidate will be more likely to accept it.


Reduced time to fill

Keeping an important position open for an extended period of time is costly. This is especially the case if you conduct numerous telephone and face-to-face interviews and come up empty. That’s because not only is there nobody in the position, but others within the company must devote time and energy away from their own duties to help fill that position, further hampering productivity, and ultimately, profitability.


Tips To Working With A Recruiter 

Hiring the right employees for any size company can be extremely difficult and very time consuming. Nevertheless, recruiting top employees should be a priority for every organization and your company should be no different. Here are some thoughts to consider when hiring and working with AMR. 

This guide will help you make the most of your decision and ensure our partnership is a smooth and mutually beneficial one.

If possible reach out to AMR during the planning stages of your company’s hiring process, or about six to 12 months before you expect to bring additional employees on board. Be honest in terms of what you need in a candidate.


  1. Give your recruiter as much information as possible. The more information we have about your company, the position, and its short- and long-term goals for the employee, the better chance we at matching the candidate with your needs. Once a search is negotiated we will schedule a time to speak with you or the direct hiring manager for the position, in order to understand all necessary requirements for the job.


  1. It is important to respond in a timely manner to keep the process progressing. Once, we begin to sending you qualified candidates for your review, we ask that you respond within 24 hours with feedback. This allows for us to keep the candidate informed and process moving forward.


  1. Have realistic expectations. Your recruiter will create a list of the “must have” and “wish list” of potential candidates skill set with you prior to beginning our search.


  1. Share information on any other candidates or vendors in the mix. This keeps us from duplicating our efforts.


  1. Keep your interviewing process streamlined. You may lose the opportunity to have top candidates for your team if you have a difficult and time-consuming interview process. By keeping the interview process moving forward in a timely manner will allow your recruiter to keep candidates peak interest in joining your team. If possible, schedule interviews in advanced to ensure interview process flows smoothly.


  1. Keep your recruiter in the loop. As the mediators, we take candidates through a full screening process that can be standard — criminal background check, salary verification and reference checks — or catered to your specific needs. Once the candidate has gone through screening, your recruiter will you a basic description of the potential hire’s skills and qualifications, as well as an off-paper account of the person. If the candidates being presented are not in line with what you’re looking for, be honest and offer feedback as to what needs aren’t being addressed. Your recruiter will then reassess their approach and work to close the gap between what is being provided and what is needed.


Getting the Most Out of Your Recruiter

Treating your recruiter like a partner will help you make the most of your relationship. The recruiter works for you and on your behalf, but will quite possibly have information about the candidate pool or current market situation that you don’t have. You are paying for this kind of information, so make sure to take advantage of it!  As an example, your recruiter may suggest changes in salary to bring your position in competitive range, or encourage you to take a second look at a candidate or move quickly to secure an interview. The ultimate decision will always lie with you, but recruiters see a lot of resumes and speak with a lot of candidates. They often know right away when they find someone special, or if a search is likely to face unique difficulties. On the other side, communicate clearly and quickly. If you have a good relationship, built of respect and trust, both parties will reap the benefits.