"Proliferation of Generative AI Weakens Application Differentiation"
Rohto Pharmaceutical and SMEs Shift Recruitment Methods
The normalization of generative artificial intelligence (AI) is transforming hiring practices among Japanese companies. As AI-generated self-introduction letters become widespread, making it harder to distinguish between applicants, an increasing number of companies are boldly abolishing document screening and evaluating all candidates through interviews. Some small and medium-sized enterprises (SMEs) are even experiencing an unexpected increase in the number of applicants.
According to the Asahi Shimbun and other sources on December 28, Japanese company Rohto Pharmaceutical has decided to abolish document screening based on self-introduction letters for its new employee recruitment starting in April 2027, and will instead conduct interviews with all applicants. Candidates will book their preferred time slot and have a roughly 15-minute conversation with a human resources representative. These interviews will be conducted face-to-face in eight regions nationwide. Afterward, final candidates will be selected through additional interview rounds and collaborative task assessments.
"Self-Introduction Letters Have Lost Their Uniqueness"... Companies Shift Evaluation Methods Amid AI Proliferation
Rohto Pharmaceutical explained, "We do not see the use of AI itself as a problem," adding, "As AI usage has increased, self-introduction letters that showcase individuality have decreased, so we have chosen to evaluate candidates through conversation." The company also noted that strengthening face-to-face communication from the early stages of recruitment is expected to help applicants better understand the company, potentially reducing early turnover.
In Japan, the use of AI in job preparation is already commonplace. According to a survey conducted by major job portal Mynavi targeting university and graduate students nationwide who are scheduled to graduate in March next year, 67% responded that they have used AI in their job search activities. The most common purpose (multiple responses allowed) was self-introduction letter editing at 69%, while 41% said they had AI write their self-introduction letter for them.
A third-year student attending a university in Osaka Prefecture told the Asahi Shimbun, "If it's not a company I really want to join, I have used AI to help write my motivation for applying," adding, "Some of my friends have their entire self-introduction written by AI."
'Paperless Hiring' Spreads from SMEs to Large Corporations
Changes are also spreading, particularly among SMEs. Kitchen equipment manufacturer Nakanishi Manufacturing abolished document screening in October last year and introduced a process where all applicants are interviewed after an aptitude test. As a result, the number of applicants for new hires this year increased to about 350, compared to the usual level of around 200. This is seen as a positive development for Japanese companies struggling with labor shortages due to low birth rates and an aging population.
Nakanishi Manufacturing plans to increase its spring hiring next year from the usual 20 to around 50 new employees. A company representative said, "Although recruitment costs have increased, applicants are joining the company with a better understanding of it," adding, "The trend of abolishing document screening is likely to spread, especially among SMEs facing labor shortages."
Large corporations are also adjusting their recruitment methods. Japanese telecommunications and IT company SoftBank abolished the submission of self-introduction letters in January this year and introduced a process using self-introduction videos. Yokohama Bank is also conducting new employee recruitment by requiring a one-minute video submission instead of a self-introduction letter.
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