“We know nationally there are 1.2 million technology roles to fill between now and 2030, so we’ve got a significant challenge on our hands,” explained Vicky Gale, Head of Service Delivery Workforce Management at Fujitsu Australia and New Zealand. “To grow the business and take on new contracts, we need a well-forecasted supply of tech talent coming into the business.”
The traditional model of recruiting based on CVs and existing skills wasn’t bringing in enough people. And speed was another complicating factor.
“Because we’re dealing with defence, there are often long wait times to get clearance, so when we do manage to find someone with the skills we need, recruiting times can be drawn out,” Vicky said.
When Vicky came across WithYouWithMe (WYWM), an organisation that helps fill in-demand tech roles by identifying and upskilling talent in overlooked sections of society, she was excited by the opportunity it presented. Fujitsu then partnered with WithYouWithMe (WYWM) to adopt a skills-based hiring approach.
Rather than recruiting solely on existing experience, Fujitsu focused on identifying individuals with the aptitude and potential to succeed in technology roles. Through WYWM’s train–hire–deploy model, candidates from underrepresented and non-traditional backgrounds were assessed, trained and prepared for deployment into Fujitsu teams.
“We know we need a more sustainable way of sourcing technology talent. And we need diversity of people across our organisation that reflects the customers and society we serve,” Vicky pointed out. “As one of the biggest IT companies around, I think we’ve got a responsibility at Fujitsu to lead the charge on that.”
The initial engagement focused on scaling Fujitsu’s National Deskside Support unit supporting defence clients.
Fujitsu committed to onboarding 50 new permanent hires through WYWM's talent creation solution. Candidates were selected based on aptitude and alignment to role requirements, then completed targeted training before entering the business.
And although hiring for aptitude over experience was new for the business, Fujitsu immediately saw the benefits and embraced this approach.
“The quality of candidates that have been coming through is really high,” Vicky said. “They’re all hitting the base level we’ve asked for, with many exceeding our expectations”.
Fujitsu has onboarded 12 new hires through the WYWM program so far, including four veterans, five women, and three people who were a great culture fit for the organisation.
“The team has been really impressed with the success of the program so far. We thought, ‘if that's the level of candidate we’re getting from just 12 new hires, that’s pretty outstanding’," Vicky said.
“WithYouWithMe has helped us hire tech talent faster. It means the business can move swiftly and take new opportunities because we have the talent to support it.”
Vicky Gale
Head of Service Delivery Workforce Management, Fujitsu Australia and New Zealand
Beyond immediate hiring needs, the partnership has helped Fujitsu build a more sustainable talent pipeline — particularly important in environments where security clearance requirements can extend recruitment timelines.
WYWM also provided guidance to support inclusive hiring practices and onboarding, ensuring candidates were set up to succeed.
The twelve initial WYWM hires are now an integral part of the business, with some progressing in their careers already. “We’ve already had one person move up to a higher technology role and we’ve got another one who’s now in a team lead role,” Vicky said.
Word of the success of the WYWM program is spreading through the business, and Vicky says lots of people have approached her to ask how she’s finding these great candidates.
“Most people think you need to have an IT background to come into technology roles. These are teachable skills and we’re changing our mindset and culture around that at Fujitsu.”
With technology skills shortages expected to continue, Fujitsu sees skills-based hiring as a critical component of its future workforce strategy.
“The reality is it’s only going to get harder to recruit technology talent. We’re going to need to find more sustainable pathways to getting the skills we need and WYWM is one of the ways we’re going to do that,” Vicky finished.
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