According to a survey of actual hiring practices by back check, hiring decisions are shifting toward placing greater emphasis not only on assessing candidates, but also on the quality and quantity of information obtained from them, with the importance of information aimed at assessing their performance after joining the company increasing. The need to use third-party information and verify supporting information is also growing.
The results of a survey of actual hiring practices conducted by back check among 1,000 business professionals working in HR departments nationwide showed that the focus of hiring decisions is expanding from “how to assess candidates” to “what information to obtain.” Approximately 80% of respondents said they recognized the growing importance of information aimed at assessing candidates’ performance and retention after joining the company, making the nature of the information a more prominent issue than the selection methods themselves.
In addition, approximately 80% of companies said they felt that information provided by candidates themselves was insufficient for making hiring decisions. Personality and character, communication skills, and cooperativeness and team fit were among the leading types of information that are difficult to assess from résumés and employment histories alone. These attributes are considered important factors affecting candidates’ adaptation and performance after joining the company.
Against the backdrop of the spread of generative AI, awareness is growing that the need to verify information provided by candidates themselves is increasing, as is the need to use objective information from third parties. Combining multifaceted information, including verification of candidates’ practical capabilities, is becoming an increasingly important element supporting hiring decisions.