EMC Corporation is the worlds leading developer and provider of information infrastructure technology and solutions.

They had been trying to find a senior salesperson to work on their major finance account in Scotland for over 12 months prior to ESP becoming involved. EMC spent a great deal of time trying to recruit externally without success and then attempted to find the solution internally again to no avail.

The consultants at ESP established the reasons why the process had not yielded the right candidate. They discussed the solution including targeting candidates with experience not originally considered by EMC and speeding up the recruitment process.

This was an important point as there were five stakeholders at EMC who needed to approve the successful candidate. During the time it had taken to meet all these people some potentially suitable applicants had found alternative employment and ruled themselves out of the EMC position.

Once ESP had put in place a structure to the recruitment process six applicants were interviewed, three were then selected to meet the other four decision makers and the successful candidate was employed.

At the same time a vacancy for an Account Manager in a different EMC team arose and because ESP had developed a very thorough knowledge of the culture at EMC, three different candidates were quickly submitted and one was employed.

Tycom are certified Microsoft partners comprising of around thirty staff who provide innovative software and IT hardware solutions to companies ranging from small businesses to multinational organisations.

They were established in Aberdeen and have a very high profile in the North of Scotland, particularly within the oil and gas sector.

Although their client base extends throughout the whole of Scotland and beyond they are less well known in the Central Belt than they are in the North of Scotland.

Tycom approached ESP in November 2006 to source a Technical sales person in the Central Belt. Having taken a detailed brief on the role and researched into Tycom, ESP attracted candidates to Tycom by explaining who they were and why it was a good time to be joining them.

After compiling a shortlist of suitable candidates, there were complications as the Hiring Manager lived in Aberdeen and the Candidates were all based in the Central part of Scotland. Logistically, it would have been difficult getting all eight candidates up to Aberdeen for first interviews, so to save time and to give the Hiring Manager an excellent window to compare candidates, ESP arranged a schedule of interviews in Glasgow over a two day period.

This method worked very well and three candidates were invited to a final interview stage to conduct a presentation.

ESP made sure all the candidates had the correct information and were well briefed prior to the final meetings.

Tycom were delighted to offer the successful candidate the role of Technical Account Manager and so pleased with the calibre of ESP’s work they have since engaged our services on two additional assignments, both of which have resulted in Tycom selecting salespeople put forward by ESP.

Network Appliance is a world leader in unified storage solutions for todays data-intensive enterprise.

Net Apps had not hired a salesperson in Scotland for many years and with the hiring manager being based outside of the area they needed a recruitment company who knew the local marketplace, and had experience of managing the process for an employer, with only a small window of time to meet prospective candidates.

The Consultants from ESP had recruited several candidates for firms in a similar position so were well equipped to provide an effective solution.

ESP had never worked with Net Apps before so they spent a morning in the client’s offices listening carefully to the requirements and learning about the type of individual who would be successful. In addition it was important for the Consultants to establish why Net Apps would be an attractive company to work for so they could persuade the right calibre of candidate to attend an interview in a very competitive market place.

ESP provided three candidates of which initially only two were selected for interview. The third applicant did not look as well qualified as the other two however the Consultant at ESP was very confident in the person’s abilities, and persuaded the company to meet him too.

After a successful round of first & second interviews and a presentation to a group of Net Apps employees, the third candidate was offered and accepted the job.

The Consultants at ESP were able to identify the best candidate for the job by listening carefully to the customer requirements and rigorously qualifying a candidate’s suitability by much more than reading/sending the CV.

In this instance the knowledge, assessment skills and experience demonstrated by the Consultant at ESP was crucial to finding the right person for the job.

Exception is an independent IT Consultancy and Services company. They specialise in IT Strategy and Governance, Application Integration, Project and Programme Management and Programme Sourcing.

When a Consultant at ESP speculatively contacted the Owners of Exception to discuss the plans for growing their business and adding members to their Sales team they were initially skeptical about the Consultants claims that he could help.

This is not uncommon in a highly competitive recruitment marketplace where many recruitment suppliers claim to specialize in markets and have expertise in areas where they have limited or no experience.

After ESP demonstrated their credibility Exception were delighted to find an organization that could genuinely help them find talented salespeople to build their business.

As a small company the main problem for Exception was attracting experienced and successful salespeople to come for an interview. Some suitable candidates were initially reluctant to attend an interview, thinking the company was too small and not attractive enough for them.

The Consultant at ESP talked to Exception about how to overcome this and was able to discuss the opportunity with prospective candidates in detail, answering any questions and overcoming any initial reservations.

The end result was ESP arranging 4 interviews with candidates matching Exception’s criteria. Three were invited for a second interview and the successful candidate who came from a much larger company was delighted to join the organization.

Atos Origin asked ESP to find a crucial member of staff which would involve them working with their most important customer in the UK – NHS Scotland.

Atos Origin is an international information technology services company. Its business is turning client vision into results through the application of consulting, systems integration and managed operations.

The vacancy was an important role in the team with Atos Origins most prestigious account so the Consultants at ESP knew there would be massive interest in the opportunity.

The key to filling the vacancy in an effective manner was getting together a high quality shortlist of candidates genuinely interested in the position and who could also exit their current company quickly.

Due to the large number of interested applicants the Consultants needed to ensure the shortlist included committed candidates possessing relevant experience and above average skills.

After five days spent working through a strict set of processes to identify suitable candidates the Consultants at ESP arranged for three candidates to meet the hiring Manager.

All three candidates were well briefed before they attended the first interview saving the hiring manager’s time, because he was able to concentrate on interviewing the applicants, rather than spending time outlining the job description/opportunity.

All three candidates were of interest however, one stood out and was invited back for a final interview and then offered the job.

In this instance Atos Origin saved a huge amount of time because they were able to employ the best candidate for the job without having to interview a large number of applicants. They also benefited by engaging a recruitment company who knew their target candidate market place very well.