Fujitsu’s challenge: To identify sales talent in the first selection step
Fujitsu took advantage of pre-recorded video interviews to filter out the most promising sales talent among its many applications. These candidates were then invited to an assessment centre. The aim was to increase the quality of candidates in assessment centers and to make the entire selection process faster and more cost-effective.
Conclusion: Fujitsu saves resources and discovered talents that would have gone undetected at the CV screening
For Thomas Häg, Human Resources Program Manager at Fujitsu, the benefits of video interviews is clear:
“The video interview method gives us an advantage in that we also interview candidates that we would otherwise not have invited after reviewing the application documents. In addition, we were able to create a clear ranking for our next selection step by the high number of interviews conducted. Based on the video interviews, we have therefore identified our top candidates for the assessment centre.”
Increase in quality of candidates in the assessment centre increased significantly. The HR department was able in a shorter time to find more suitable candidates than would have been possible in a time-consuming telephone interview – a big win! And a significantly larger number of candidates had the unique opportunity to present their skills and personality through the video interviews.