Analysis of 50,000 Data Points: 2027 Graduating STEM Talent's Strength is 'Meticulousness,' Clear Communication Key in Interpersonal Skills. E-Falcon Releases Report on 'Accompanying Approach' for Successful Hiring

E-Falcon Co., Ltd. (Headquarters: Chiyoda-ku, Tokyo; CEO: Nobuaki Tanaka) has released an analytical report focusing on specialized STEM talent in information and mechanical-electrical engineering fields, based on data from 50,889 students graduating in 2027 who took the 'eF-1G' aptitude test.

The survey results reveal that specialized STEM talent excels in 'meticulousness' and 'essential exploration,' while also showing a preference for clear verbal communication in interpersonal relationships and a tendency to prioritize 'income' as a work motivation. This report summarizes specific 'accompanying approaches'—from initial engagement to post-offer follow-up—designed to leverage these traits and unlock individual potential.

## Trends Among 2027 STEM Graduates: Insights from 50,000 Data Points

### Analytical Profiles with High 'Meticulousness' and 'Essential Exploration'; Clear Verbal Communication is Key in Interpersonal Contexts

Compared to the overall 2027 graduate average (set at a standard score of 50), both information and mechanical-electrical engineering students scored above average in 'meticulousness' (information: 52.4, mechanical-electrical: 52.6), 'comprehension' (information: 51.7, mechanical-electrical: 51.8), and 'essential exploration' (information: 51.7, mechanical-electrical: 51.3). They demonstrate a strength in deeply and accurately understanding matters.

On the other hand, lower scores in 'perceiving emotions and situations' (information: 47.5, mechanical-electrical: 47.1) and 'consideration' (information: 47.3, mechanical-electrical: 47.7) indicate a preference for explicit verbal communication over intuitive interaction. Clear verbal expression enables smoother sharing of intent and allows individuals to perform at their best.

### Common Emphasis on 'Income' as Work Motivation; Around 40% Fall into the 'Living in Their Own World' Role Orientation

Regarding work motivation, both information and mechanical-electrical engineering students ranked 'income and economic prosperity' as their top priority (approximately 26%), reflecting a shared emphasis on economic security.

Additionally, in terms of role orientation within organizations, the 'Living in Their Own World' type—characterized by deep interest in tasks and a serious, craftsman-like attitude—stands out, accounting for 41% of information engineering students and 39% of mechanical-electrical engineering students. In contrast, the 'Leader Type,' who strongly drives others, accounts for only 4% in information and 6% in mechanical-electrical fields. This highlights the importance of role placement that respects individual expertise for optimal performance.

### Profiles Aligned with the Generational Trend of 'Introspection and Conformity to Discipline' Among 2027 Graduates

Compared to 2017 baseline data, the overall trend among 2027 graduates shows an increase in emotional suppression (+2.5) and conformity to discipline (+2.9), while autonomy (−2.1) and stress tolerance toward workloads (−1.7) have declined.

This suggests a growing tendency to prioritize reliability—striving to accomplish tasks within one's own capacity.

Specialized STEM talent follows this generational trend. Rather than emphasizing excessive autonomy or rushing leadership development, a step-by-step approach that provides a sense of security forms the foundation for unlocking individual potential.

## Summary: Approaches to Unlock the Potential of 2027 STEM Talent

Based on these findings, an individualized 'accompanying approach' in communication design is effective in recruiting specialized STEM talent.

### Engagement Phase

Rather than emphasizing 'freedom and autonomy,' it is more effective to present 'clear expected roles and reliable growth steps.' Providing context on social contribution through technology for information engineering students, and concrete career roadmaps for mechanical-electrical engineering students, helps build a sense of security.

### Interview Phase

Given their tendency to internalize emotions and prefer explicit verbal expression, dialogues starting from 'facts (processes)' are more effective than abstract open-ended questions. A step-by-step dialogue design—followed by pinpoint deep dives into 'emotions and insights at that moment'—effectively draws out students' true thoughts and potential.

### Post-Offer Follow-Up Phase

Beyond emphasizing conditions, individualized approaches that address personal concerns (such as levels of introspection or upward mobility) are crucial. For information engineering students, thorough information sharing builds reassurance; for mechanical-electrical engineering students, outlining future steps enhances anticipation.

## ■ Download the Full Research Report

The complete dataset and a detailed report (PDF) covering concrete recruitment strategies and engagement enhancement measures based on the personality traits of specialized STEM talent are available for free download via the URL below.

This report serves as a practical guideline for corporate executives and HR leaders to maximize human potential based on quantitative data.

Download the Research Report

## About the 'eF-1G Aptitude Test'

The 'eF-1G Aptitude Test' is an assessment tool that visualizes the characteristics of individuals and organizations. It supports solutions for challenges in Human Capital Management (HCM), including recruitment, placement, development, and promotion. eF-1G is widely adopted by companies for the following three reasons:

① Industry-leading number of measurement items and diagnostic accuracy

It enables detailed assessment of individual traits and abilities, helping to understand potential for specific job types and roles.

② Applicable to diverse purposes and scenarios beyond recruitment

It generates five types of result reports tailored to different use cases such as recruitment, development, and management. Additionally, it includes an organizational diagnosis function that captures personality traits at the organizational level, not just for individuals.

③ High customization for individual companies

It allows customization of talent requirements, hiring criteria, and report formats aligned with corporate strategies and talent policies. Furthermore, it supports problem-solving through data analysis, interpretation, and training programs using accumulated data.

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## About E-Falcon Co., Ltd.

Our company operates under the purpose of 'Realizing human potential through science and empathy to achieve organizational and societal development.' Since our founding in 2000, we have developed aptitude tests and provided solutions leveraging personality data obtained from these assessments. We value empowering every individual's career and support solving challenges in talent development and organizational development, beyond just recruitment.

[CEO] Nobuaki Tanaka
[Headquarters] 1st Floor, WORK VILLA MITOSHIRO, 1 Kanda-Mitoshiro-cho, Chiyoda-ku, Tokyo 101-0053
[Established] November 2000
[Official Website] https://www.e-falcon.co.jp/
[Business Activities] Development and provision of assessment tools including the 'eF-1G' aptitude test; solving HR challenges through utilization of collected data