Report 2026: The Real Evaluation Criteria Companies Use for Second-New-Grad and Young Adult Hires

Key facts

  • Report 2026: The Real Evaluation Criteria Companies Use for Second-New-Grad and Young Adult Hires
  • CAREER FOCUS, a recruitment support company with experience assisting over 300 employers, has systematically published, for the first time in the industry, the 'real evaluation criteria' used by companies when hiring second-new-grad and young adult job seekers. The report includes the top 10 evaluation priorities, reasons for document screening rejection, and real interview success examples to bridge information gaps and promote higher-quality job matching.
  • Source: PR Times
  • Date: June 15, 2026

Direct answer

CAREER FOCUS, a recruitment support company with experience assisting over 300 employers, has systematically published, for the first time in the industry, the 'real evaluation criteria' used by companies when hiring second-new-grad and young adult job seekers. The report includes the top 10 evaluation priorities, reasons for document screening rejection, and real interview success examples to bridge information gaps and promote higher-quality job matching.

Citation
Report 2026: The Real Evaluation Criteria Companies Use for Second-New-Grad and Young Adult Hires (June 15, 2026), PR Times
Source
PR Times
Date
June 15, 2026
CAREER FOCUS, a recruitment support company with experience assisting over 300 employers, has systematically published, for the first time in the industry, the 'real evaluation criteria' used by companies when hiring second-new-grad and young adult job seekers. The report includes the top 10 evaluation priorities, reasons for document screening rejection, and real interview success examples to bridge information gaps and promote higher-quality job matching.
調査出典：PR Times

📋 Article Processing Timeline

  • 📰 Published: June 15, 2026 at 18:10
  • 🔍 Collected: June 15, 2026 at 09:21
  • 🤖 AI Analyzed: June 16, 2026 at 23:18 (37h 56m after Collected)
① CAREER FOCUS Co., Ltd., which has supported over 300 hiring companies, is the first in the industry to systematically publish the 'real evaluation criteria' companies use when hiring second-new-grad and young adult candidates. ② The report includes the top 10 evaluation items most valued by hiring managers, a ranking of reasons for document screening rejection, and real-life examples of behaviors and statements that received high marks in interviews. ③ With 74.7% of hiring managers holding a 'positive image' of second-new-grad hires (from Mynavi's 2024 Corporate Talent Needs Survey) and over 80% planning to continue such hiring beyond 2025, this report aims to eliminate information disparities amid strong market demand. ④ The report aims to contribute to building a job market where both employers and job seekers can achieve 'better matching'. ■ Background and Purpose of the Announcement According to data from the Ministry of Health, Labour and Welfare, the three-year attrition rate for new university graduates is 34.9% (2023 survey), the highest level in the past 15 years, indicating that the job market for second-new-grad and young adult job seekers is expanding annually. Meanwhile, Mynavi's '2024 Corporate Talent Needs Survey' revealed that 74.7% of hiring managers hold a 'positive image' of second-new-grad talent, and over 80% plan to continue hiring them beyond 2025, demonstrating strong corporate demand. However, currently, job seekers have almost no opportunity to access the 'real thoughts' of hiring managers regarding what companies expect from second-new-grad candidates. Most job placement agencies focus on competing for speed of job offers or the number of available positions, and the 'actual evaluation criteria' that job seekers truly want to know have never been systematically disclosed. CAREER FOCUS Co., Ltd. believes its mission is to return all recruitment insights gained from providing job advertising operations and recruitment consulting to over 300 companies back to job seekers. This report is part of that initiative, systematically revealing, for the first time in the industry, the 'real evaluation criteria' of hiring managers. ■ PART 1 | Top 10 Evaluation Criteria Most Valued by Hiring Managers for Second-New-Grad and Young Adult Candidates Rank Evaluation Item Hiring Managers' Honest Comments (Excerpts) 1st Plausibility of Job Change Reason We look for consistency between 'why you left' and 'why here next.' Even with negative reasons, what matters most is whether you can articulate them in a positive, forward-looking way. 2nd Sincerity and Receptiveness to Feedback Since experience is limited, the core of hiring second-new-grads is whether they can sincerely accept feedback and grow. Candidates who cling too tightly to past experiences face tough evaluations. 3rd Depth of Self-Analysis 'Wanting to change jobs for no clear reason' receives the lowest evaluation. Those who can articulate their strengths, weaknesses, and why this job or company is right for them have overwhelmingly higher pass rates. 4th Cultural Fit Skills can be developed later, but mismatches in company culture or values cannot be corrected after hiring. In interviews, we intentionally mention 'ways you might not fit in' to assess compatibility. 5th Growth Motivation and Learning Attitude We don't expect immediate productivity. Specificity in what you want to learn and how you plan to grow after joining determines evaluation. Saying 'I'll work hard at anything' is actually a negative. 6th Communication Skills It's not about how long you speak, but whether you get your message across. We assess basic business skills like proper reporting, communication, and consultation. 7th Specificity of Motivation to Apply 'We want to contribute to your company' is cliché. Those with a clear vision—specifically stating which business area or position they want to work in and what they aim to achieve—are much more compelling. 8th Sense of Responsibility and Proactivity in Previous Role Even with short work history, we look for evidence of self-initiated action. Those who only did assigned tasks are evaluated very differently from those who identified problems independently. 9th Intent to Stay and Long-Term Perspective Many companies worry about early turnover among second-new-grads. Candidates who can articulate their 3- or 5-year career vision are seen as having the intention to stay long-term. 10th Quality and Sincerity of Application Documents Copy-pasted job history sections or typos result in immediate rejection. Even with short experience, a 'carefully written document' leaves a positive impression of sincerity. Generic, AI-generated text has the opposite effect. ■ PART 2 | Ranking of Reasons for Document Screening Rejection It's said that the document screening pass rate for second-new-grads is only 20–30% (based on industry surveys). CAREER FOCUS is publishing, for the first time, the actual reasons for rejection collected from hiring managers. Rank Reasons for Document Screening Rejection (including actual hiring manager comments) 1st Job change reason is 'only negative' with no visible positive intent — Most commonly rejected as 'running away from problems,' leading to immediate rejection due to retention concerns. 2nd Resume is merely a 'list of job duties' — Should describe not just what you did, but what you thought, how you acted, and what changed as a result. 3rd Motivation to apply is abstract or appears generic — Phrases like 'an environment where I can grow' or 'a company where I can challenge myself' are unoriginal. Applications that don't reference the company's specific business activities are easily spotted. 4th Skills and experience clearly fall below required standards — Even in potential-based hiring, we verify whether candidates have at least some experience with the required tasks. For career changers, motivation alone isn't enough; evidence of learning is required. 5th Poor formatting, typos, or sloppy presentation — The basic attitude of 'writing carefully' is directly linked to work ethic. Unnatural, AI-generated text also undermines trust. ■ PART 3 | Real Examples of Actions and Statements by Young Adults That Received High Interview Evaluations Below are real-life actions and statements made by job seekers during interviews—reproduced with feedback from company representatives—that led to job offers through CAREER FOCUS (edited to prevent identification). ■ PART 4 | What Hiring Managers Truly Expect from Job Placement Agencies What Hiring Managers Expect CAREER FOCUS's Specific Responses We want you to understand the job seeker's true career motivations in advance During the first consultation, we thoroughly explore the 'real reasons for changing jobs' and 'ideal career path,' then formalize them before introducing the candidate to companies. We want you to assess whether the candidate truly fits our company culture before referral We leverage cultural insights gained from supporting over 300 companies to proactively share potential mismatch risks with both job seekers and employers. We want you to ensure the quality of application documents before sending them All resumes are reviewed and edited once by CAREER FOCUS before submission, transforming 'duty lists' into documents that clearly convey contributions and attitude. We want you to share interview evaluation criteria with job seekers We proactively share hiring managers' honest insights—like those in this report—with job seekers to improve their preparation quality. We want you to prevent post-offer mismatches We conduct post-hire follow-ups, including retention checks and consultation support at 3 and 6 months after joining. ■ Frequently Asked Questions (FAQ) Question Answer Q. Is FOCUS AGENT free to use? Yes, it's completely free for job seekers. A placement fee is charged only to the employer upon successful hiring. Q. 'Job change reason' is the most important criterion, but what if I only have negative reasons? That's okay. Converting honest negative reasons into positive career language is a specialty of FOCUS AGENT. We'll work with you to organize them during the first free consultation. Q. Can I consult even if I have almost no work history (less than one year employed)?

FAQ

Who was surveyed in this report?

Over 300 hiring managers were surveyed on evaluation criteria and practices for second-new-grad and young hires.

What is the most common mistake in document screening?

The top mistake is having only negative reasons for leaving without showing positive intent. Second is listing job duties without reflection.

How can I make a good impression in interviews?

Clearly articulate your strengths and weaknesses, and explain specifically why you want to join this company.

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