#Japan #Recruitment #Minato, Tokyo #AI Interview #Candidate Experience

Analysis of Candidate Experience Awareness Survey (2025)

Recruit Management Solutions, a company based in Minato, Tokyo, led by President Jun Yamazaki, recently published findings from their survey targeting students scheduled to graduate in 2026. This survey delves into the concept of Candidate Experience (CX), which broadly refers to the impressions candidates form during the recruitment process.

The study assessed six evaluation criteria, including the ease of participation, connecting the applicants' willingness and engagement with the recruitment process. The results indicated that students applying for jobs prioritize the integrity and sincerity of the selection process. Effective communication between candidates and companies, where both parties are treated equally, is directly correlated with the candidates' intent to participate in the selection process.

In light of these findings, it becomes crucial for companies to maintain the quality of the candidate experience. The relationship built with students and the engagement of individuals in significant decision-making processes are key components for enhancing recruiting power in the future.

Executive Summary

Topic 1: Integrity Reigns Supreme

For the second consecutive year, integrity has been identified as the most influential factor affecting candidates' willingness to participate in the interview process. Students consistently found personal interviews to be the most favorable selection method.

• - The top three elements valued in interviews are:

1. Integrity
2. Sense of competence
3. Assurance

Topic 2: Factors Leading to Rejections

Post-interview, the leading reason for candidates' withdrawal is the feeling of not being able to pursue desired work. In personal interviews, the lack of satisfaction with the interview method was the predominant reason for rejecting offers post-group and AI interviews.

Topic 3: AI Interview Insights

Approximately 30% of candidates experienced AI interviews over the past two years. More than half expressed a preference for evaluation by humans rather than AI, citing concerns over how to interpret and understand numerical ratings given the complexity involved in AI evaluation methods.

Topic 4: Communication Strategies

Over-disclosing negative information during the recruitment process could adversely affect a candidate's interest in a company. The unique personality types of candidates dictate their responses to such revelations, underscoring the need for tailored communication strategies.

Conclusion by Survey Officer

As Japan's struggle with recruitment challenges continues, awareness of Candidate Experience is growing. The survey aims to enhance understanding of the nuances of this experience for new graduates. The results' application could lead to better selection experiences for both candidates and companies.

Conclusion by Management

The emphasis on integrity throughout the recruitment process reflects candidates’ desire to not just assess their suitability for a job but also evaluate whether a company is a place they can trust for their future. Thus, understanding and maintaining transparent and respectful interactions with candidates is vital, especially in a market increasingly driven by AI and digital tools. Companies must balance the efficiency of technology with genuine human engagement to remain competitive in the recruitment landscape.

Survey Overview

• - Survey Topic: Candidate Experience Awareness Survey (2025)
• - Date Conducted: July 2025
• - Method: Online questionnaire conducted via a web research firm
• - Participants: Fourth-year undergraduate and second-year graduate students who have experienced full-dive job applications, secured offers, and undergone individual interviews or psychometric testing.
• - Valid Responses: 685