Japanese companies turn to AI and avatars to assess job applicants
As graduating students increasingly use generative AI to write job applications, Japanese companies are fighting back by using the same technology in their hiring process. Two firms-one in Shizuoka, one in Osaka-have scrapped traditional written applications in favor of AI-conducted interviews and avatar-based assessments.
The shift reflects a practical problem. When applicants rely on AI to draft motivation essays and self-promotion materials, hiring managers can no longer trust those documents to reveal anything genuine about a candidate.
AI asking the questions
Suzuyo System Technology eliminated company-specific application forms and moved directly to interviews conducted by AI. A 30-minute session with the AI system gathers information across multiple dimensions: motivation for applying, academic focus, career goals, and personality-based questions like what kind of cake an applicant would compare themselves to.
The company records these interviews. Human resources staff then review the footage to decide which candidates advance to interviews with actual people.
Takagi Takuya, head of human resources at Suzuyo System Technology, said the approach helps the company identify candidates more accurately. "Many students began using generative AI to write their applications. So it is not reliable to evaluate people based on these," he said.
Avatars hide identity, focus on substance
Beyond, based in Osaka, uses a different method. Both applicants and interviewers conduct interviews as avatars, with applicant names and schools concealed. This forces evaluation based solely on conversation content, removing bias tied to school prestige or appearance.
The company reported that applicant numbers increased after introducing avatar interviews. Komatsu Asaka, from Beyond's Innovation Strategy Department, said the approach helps the firm stand out in a competitive market for IT talent.
Tamaki Manaka, hired by Beyond three years ago after an avatar interview, said the format worked in his favor. "Where I come from or how I look had nothing to do with the interview, only my personality mattered at the avatar interview," he said.
Both approaches reflect a broader shift in Japanese recruitment. Rather than resist applicants' use of AI, these companies are adopting the technology themselves-prioritizing efficiency while attempting to assess genuine personal qualities.
HR professionals managing talent acquisition may want to explore AI for Human Resources or consider a learning path for CHROs to understand how these tools fit into broader recruitment strategy.
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