Recruit Management Solutions Co., Ltd.
Announcing the results of the “Recruitment of New Graduates in 2023: Survey on Job Hunting for University Students”-Hybrid interviews are becoming common, what is recruitment and job hunting that prevents mismatches and leads to retention after joining the company- The highest final reason for accepting a job offer was “I can do the job (occupation) I want to do”. “Interview” is the number one reason for increasing the desire to work for a company. Interactive interview communication that enhances self-understanding and self-awareness as a member of society is the key to preventing mismatches
Recruit Management Solutions Co., Ltd. (Headquarters: Minato-ku, Tokyo, President: Jun Yamazaki, hereinafter referred to as our company), which supports the resolution of management and personnel issues in companies and the promotion of business and strategies, is looking for a job to graduate in 2023. A total of 1,316 4th-year university students and 2nd-year graduate school students nationwide who conducted Based on the results of surveys such as “the actual situation of hybrid recruitment and job hunting activities” and “the depth of self-understanding and awareness as a member of society”, employees can work energetically even after joining the company, and be established and active in the workplace. We have announced the actual situation that can be seen from the survey results, such as the points of recruitment and job hunting for the purpose.
1. Survey points
■ The reality of the hybridization of recruitment and job hunting activities ● Approximately 60% of applicants wished to conduct briefings and first interviews online. On the other hand, more than 60% of students want face-to-face interviews after the internship/third interview (Chart 1)
・62% of the joint briefings and 63.6% of the company briefings hoped to be held online (total of “online” and “relatively online”). ・64.9% of the internships, and 70.7% from the 3rd interview to before the final interview desired face-to-face (“face-to-face” or “rather face-to-face”).
⇒Students think face-to-face meetings are desirable for opportunities to create an image of working at a company and for situations in which they want others to know who they are.
Chart 1 Preferred embodiment
・Compared to 2022 graduates, the percentage of 2023 graduates who have “only had online interviews” has decreased.
Especially after the 3rd interview, they switched to face-to-face interviews (Chart 2).
・The closer to the final interview, the higher the proportion of students who experienced face-to-face interviews.
・Compared to 2022 graduates, the proportion of 2023 graduates who have “only had online interviews” has decreased overall. The percentage of students who answered that they had “only online experience” after the 3rd interview to before the final interview was 26.4% for 2022 graduates and 18.1% for 2023 graduates, especially from the 3rd interview onwards. It can be seen that it is switched to
Figure 2 Forms actually experienced (graduation in 2022 and 2023) [Image 2
・ Regarding the impact of the new coronavirus, 50.8% said, “I was troubled by the episodes I talked about in the application documents and interviews for companies,” and 61.4% said, “During job hunting, I felt uneasy because I could not see other people.” (Chart 3) ・Regarding the impact of COVID-19, 65.1% of respondents said that club activities and club activities were restricted (total of those who answered “applicable” and “relatively applicable”), which was considered to have the greatest impact.
・ Regarding job hunting, 50.8% answered, “I was troubled by the episodes I talked about in the application documents and interviews for companies,” and 61.4% answered, “During job hunting, I felt uneasy because I could not see what other people were doing.” sum of “agree” and “somewhat agree”).
Chart 3 Impact of the new coronavirus
・Interviews are the number one reason students want to work the most (Chart 4). ・As the process that has the greatest impact on student aspirations, “interviews” have always been the number one process since before the corona crisis.
・For 2023 graduates, “contact with senior employees”, which decreased due to the corona crisis, will return to the same level as in 2020 before the corona crisis.
・It is thought that face-to-face recruitment activities have increased again. Figure 4 Situations where students’ aspirations are highest
・The final reason for accepting a job offer was “I can do the job (occupation) I want to do” at 15.6%, the highest ever. On the other hand, “attractiveness of employees and corporate culture,” “systems and treatment,” and “stability of performance” tend to decrease year by year (Chart 5)
– 15.6% of the final reasons for accepting a job offer were “I can do the job (occupation) I want to do”, and 11.6% said “There is a high possibility that I will be able to get a job in my desired work location”, the highest ever.
・The selection rate for “I am putting effort into training” and “I can visualize my career after joining the company” is on the rise. ・ On the other hand, although “employees and corporate culture are attractive,” “systems and treatment such as benefits and salaries are attractive,” and “stable performance” are ranked high every year, the selection rate is decreasing year by year. There is a tendency. ⇒The result shows that the awareness of “employment” to get a job is increasing, not “employment” to get a company.
Figure 5 Final reasons for accepting job offers
・Approximately 70% of students have a positive impression of feedback (Chart 6) ・58.6% of students have experienced receiving feedback from companies during their job hunting activities.
・70.7% of students have a good impression of the feedback (“good impression”, “rather good”)
⇒Based on the characteristics of the student, the company determines how the student will work at the company.
I would recommend that you honestly tell them what you are likely to be asked to do after you have done so.
Figure 6 Experience of receiving feedback, impression of feedback [Image 7
■Correlation between experience of consultation/conversation with others and self-understanding/awareness as a member of society ・Even after job hunting, only about 60% of students answered that they “relatively apply” or “apply” to items related to self-understanding (Chart 7).
・56.5% answered “I know what I am interested in,” 57.7% answered “I know what I am good at,” and “I have both good and bad points.” 60.5% answered that they “understand”, and even after job hunting, only about 60% of them have self-understanding (total of “relatively applicable” and “applicable”).
Figure 7 Status of self-understanding
・Less than 50% of the students who answered “somewhat applicable” or “applicable” to items related to self-awareness as a member of society (Chart 8)
・46.0% answered that they “understand how working adults work at companies,” 35.3% answered that they “have confidence and prospects for working as a working adult,” and “are ready to go out into society.” 43.7% answered that they understand how society and the economy work, and 38.5% answered that they understand how society and the economy work. total).
⇒It is more difficult to achieve than self-understanding, and it is considered important to raise awareness as a member of society through contact with members of society and companies.
Figure 8 State of self-awareness as a member of society
・Experience of dialogue and consultation with members of society promotes self-understanding (Chart 9)
・Those who had opportunities to talk with working adults and those who consulted with others about their job hunting are perceived to have a better self-understanding.
Figure 9 Relationship between experience of dialogue with members of society and degree of self-understanding, relationship between having someone to consult with and degree of self-understanding
・Regarding job hunting and working adults, the number of people they consulted with was 2 to 3, and the number of working adults they talked to at length was 0 to 2 (Chart 10).
・The number of people who have consulted with 2 to 3 people about worries about job hunting, “life as a member of society”, and “work” from the time they entered university to the present. There are many 0 to 2 people who have done so.
・63.7% of respondents consult their families, followed by
・ Only 32.4% of respondents cited the career center of their university or graduate school, which can be said to be the most familiar job-hunting professional.
Fig. 10. Experience of dialogue with working adults, who do you consult with when looking for a job?
2. Comments from the researcher in charge of the research
Recruit Management Solutions Co., Ltd.
HR Assessment Solution Division
Chief Researcher Aya Iizuka
For over 10 years, he has been in charge of developing and supervising recruitment-related training (over 300 cases per year) for
interviewers and recruiters. While developing the management support tool “INSIDES”, he is also involved in the development of dialogue methods in organizations.
The most distinctive result of this survey was the final decisive factor in the acceptance of the student’s job offer (Chart 5). “Employees and
The wind is attractive” has declined in the selection rate for the third year in a row and came in second place. In addition, the selection rate for the 3rd place, “Highly likely to get a job at the desired work location,” has increased significantly over the past few years. In fact, even though our company supports corporate recruiting activities, “students felt uneasy about not being guaranteed a department to which they would be assigned and declined the offer,” and “the offer was accepted because there was a high possibility of being assigned to Tokyo.” I often heard voices like this.
The scene where the degree of aspirations for a job offer increased the most (Chart 4) was the same as before COVID-19, such as
interviews, contact with senior employees,
Contact with recruiters is TOP3. It can be said that the point of contact with people still has a great influence. death
However, the process that students go through in the first half of their job search, such as internships, information sessions, and initial interviews, is an option.
By going online (Figure 2), it has become difficult to grasp the specific characteristics of employees and corporate culture. as a result,
We believe that clear and comparable information, such as work content and work location, has come to be emphasized as a material for decision-making.
can be obtained.
In light of these trends, the key to future recruitment and job hunting activities will be for companies to engage in dialogue and information with students.
I think that it is to provide information. The subject is what kind of qualities students have and how they feel about working.
What do you really want?
am. These conversations are the starting point for students to develop their careers as working adults, and they are important for companies. is the starting point for growth. At the other end of the spectrum is a company that unilaterally questions and evaluates the qualities and aspirations of its students.
vinegar. If companies try to make one-sided decisions, students will have no choice but to show off their brilliant past careers in order to be selected, and to express what they really want only after they are certain that they will be hired.
Toward the realization of desirable communication, consider the period from recruitment to after joining the company, and have contact with students. , It is necessary to consider the content of communication It is necessary to consider the timing, means, and content of communication. Also, before joining the company, including an aptitude test. Also, how to use the information before joining the company, including the aptitude test, how to use online and face-to-face contact properly. How to use properly will be an important point. 3. Survey overview
* Survey implementation outsourced to INTAGE Inc.
About Recruit Management Solutions
Recruit Group’s professional firm, which has a brand slogan of “Make the most of individuals and organizations”, solves clients’ management and personnel issues, and promotes businesses and strategies. Since its founding in 1963, as a leading company in Japan’s industry, we have continued to address various issues faced by people and organizations, leveraging our strengths in the breadth and depth of our knowledge.
● Business areas: Human resource recruitment, human resource development, organizational development, system construction ●Solution methods: assessment, training, consulting, HR analytics In addition, we have specialized institutes “Organizational Behavior Research Institute” and “Measurement Technology Research Institute” within the company, and conduct research, development, and information dissemination based on theory and practice.
* Website: https://www.recruit-ms.co.jp
Details about this release: