The current process was offering a poor ROI (return on investment) in candidate attraction and potentially losing talented candidates to competitors.
BAME (Black, Asian and Minority-Ethnic) applicants were accounting for around half of candidate incompletions – something the client was keen to address.
Fujitsu were looking to transform how they initially screened candidates with a method that would offer a better candidate experience. It was also important that the process fulfilled their digital agenda of utilizing technology at each stage of the process.
Fujitsu were aiming to improve metrics, as well as creating an improved process that they could roll out to other regions across the world.