fujitsu-case-study-how-to-reduce-dependency-on-tech-team

How Fujitsu minimized 50% dependency on technical team and scaled up hiring with iMocha

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Brewing together with iMocha
Top skills evaluated
5
Candidates evaluated
81
Candidates shortlisted
25
Decrease in dependency
50%
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Fujitsu at a glance

Fujitsu is the leading Japanese global information and communication technology (ICT) company, offering a full range of technology products, solutions and services.

Headquarters: Tokyo, Japan

Global Presence: 180+ countries

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Employees:

1,26,400+

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Established:

1935

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Industry:

Information and Communication Technology

iMocha products used

AI-enabled Proctoring

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Coding Simulators

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the challenges
Fujitsu wanted to reduce the cost of the billable hours spent screening candidates by high paid resources.
The challenge

The technical evaluation team consisted of highly paid resources with 12+ years of experience. These resources were already deployed on a project hence any amount of time they spent on unqualified candidates meant a loss to the company. Their CTC being on the higher end of the spectrum, wasting their billable hours amounted to a huge cost. Fujitsu wanted to reduce this cost.

iMocha could support Fujitsu hiring by filtering out unqualified candidates while creating screening efficiency and significantly reducing recruitment biases.
before fujitsu imocha
after fujitsu imocha

Now, the technical team conducted interviews for only those candidates who have fared well in the assessments.

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This increased interview to hire ratio, reduced a significant amount of cost, and, most importantly, allowed the technical team to focus on their core activities.

  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.
  • During one of the weekly calls with Capgemini, our customer success team dived into their University Hiring strategy.

Step by step explanation of the workflow:

  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
  • However, more important was the lack of technical resources to evaluate candidates who applied for this role.
  • They did not have a large recruitment team that could reach out to these universities across the USA to participate in career fairs and interact with the students. This hampered their recruitment roadmap.
The result
the result

50% decrease in the dependency on the technical team. Hiring Managers now only spent time on relevant candidates and take data-driven hiring decisions.

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