Success graphic
    •   Case studies
      Testimonials

    Case study

    e2v is a leading global provider of technology solutions for high performance
    systems; delivering solutions, sub-systems and components to advanced
    system companies, for specialist applications within medical & science,
    aerospace & defence, and commercial & industrial markets. With annual
    sales of approximately $320 million, e2v has 1500 employees in 13 key
    global locations and is head quartered in Chelmsford.

    Independent was engaged by e2v in July 2010 to standardise the recruitment
    process; driving efficiency and quality improvements and cutting costs.
    An experienced RPO team was embedded within e2v's existing HR function,
    supported by a dedicated resourcer at Independent's head office.
    Independent succeeded in establishing a structured, consistent
    and pro-active approach to recruitment at a time of substantial and rapid company growth.

     

    Resourcing achievements:

    1. The team built relationships with line managers, working closely with
      themto generate accurate job descriptions, provide interview training,
      establish priorities and improve processes and communication between
      managers and candidates. This did much to change the attitudes and
      approach of managers, many of whom had been with the company for
      over 20 years and were initially reluctant to alter long established practices.
    2. Prior to Independent's arrival, agencies were used on an ad hoc basis
      and at differing rates. The PSL (preferred supplier list) was
      substantially reduced, effectively cutting costs and improving efficiency.
    3. The team spent considerable time with managers to extract information
      about the specific nature and significance of highly technical e2v roles e.g.
      working with NASA and the European Space Agency. This was vital in
      attracting the highest quality potential candidates and building the
      employer brand (which did not have a high visibility).
    4. A reduction in time-to-hire from three to six months for specialist roles.
    5. Once greater control was established throughout the recruitment process,
      the team took a more strategic rather than purely operational role.
      Independent worked closely with HR business partners to identify key
      areas with priority roles, schedule recruitment for growth areas within
      the business, talent mapping and succession planning.
    6. In such a niche, technical organisation hungry to fill unique and highly
      specialised roles, Independent expanded the supplier base to include 12
      technical engineering suppliers. By going through requirements with
      suppliers face-to-face, building their understanding of e2v as an
      organisation, conducting pre-screening and pre-interview questions
      there was a substantial improvement in candidate quality.
    7. Independent parachuted in extra resource to assist with the graduate
      programme, recruiting 16 graduates in 2011.
    8. Independent worked in partnership with e2v's HR function to deliver a
      technology led approach to recruitment. This included the development of
      an over-arching technology using Independent's own TalentLink tracking
      system to automate the recruitment process. Coupled with investment in
      LinkedIn, the e2v resourcing process has taken a more online approach.
    9. Employer brand. Prior to Independent's engagement, e2v faced several
      challenges regarding its employer brand. Although known locally in the
      Chelmsford area and within the niche high technology sector,
      the company was little known outside of this as an employer of choice.
      A combination of brand building both on and offline, particularly through
      the launch of a new graduate careers website, has helped broaden
      e2v's profile as a key provider of careers within the high tech sector.
      10.  

      "Independent was engaged to provide resourcing support in response to
      e2v's extensive growth and they have worked to partner the business,
      focusing on the recruitment of high quality hires whilst maintaining a cost
      effective approach. The team have taken the time to understand the
      requirements of the business, with the aim of developing and improving
      internal and supplier relationships to sharpen processes and efficiency
      levels in a competitive marketplace where skills shortages are high."

      Dina Knight, HR Director, e2v