A survey of companies was conducted on measures to prevent job-hunting harassment during new graduate recruitment. Education and training, guidelines, and consultation services were the most common measures, while more than 30% of companies had introduced system measures that do not display personal information.
To prevent job-hunting harassment, companies are implementing measures such as providing education and training, formulating and communicating recruitment guidelines, and establishing consultation services. At present, 32.8% of companies have implemented preventive measures. The most common measure was education and training for interviewers and recruiters (56.1%), followed by the formulation and communication of guidelines (45.5%) and the establishment of consultation services (34.8%).
The revised Equal Employment Opportunity Act requires measures to prevent sexual harassment, and these initiatives are in line with the guidelines under the Act. In addition, 30.3% of companies have introduced system-based measures such as restricting access to personal information, indicating that the adoption of more stringent measures may progress.
The survey was conducted among 201 companies that provided valid responses as of May 2026, and the results were published in a report as of the end of July 2026. With the period immediately preceding the enforcement of the law approaching, measures are expected to be strengthened and communicated more widely.