Dip Corporation Releases Interview Case Study on Achieving High Final Interview Pass Rates Utilizing 'ABABA'
Dip Corporation has released an interview case study showcasing how its use of 'ABABA,' a new graduate scouting service, led to a 20% higher final interview pass rate compared to other platforms, effectively addressing challenges in recruiting and securing early-phase job offers and acceptances.
📋 Article Processing Timeline
- 📰 Published: April 28, 2026 at 19:00
- 🔍 Collected: April 28, 2026 at 10:31
- 🤖 AI Analyzed: April 28, 2026 at 15:54 (5h 22m after Collected)
ABABA Co., Ltd. (Headquarters: Shibuya-ku, Tokyo; Representative Directors: Shunki Kubo, Tatsuya Nakai) has released an interview article on the implementation case study of 'ABABA' by Dip Corporation (Headquarters: Minato-ku, Tokyo; Representative Director, President, and CEO: Hideki Tomita; hereinafter "Dip").
This article details how Dip, facing challenges in reaching self-unknown talent pools and securing both the quality and quantity of recruits throughout the year, utilized 'ABABA' to maintain a final interview pass rate approximately 20% higher than other scouting platforms, leading to early-phase job offers and acceptances.
Click here for the full article.
## Background and Challenges of Implementation
Dip, which conducts recruitment activities year-round, faced challenges in approaching job-hunting students after the summer of their graduating year. When utilizing scouting services, especially after the informal job offer ceremony, there were few students actively using the service, leading to difficulties in finding suitable candidates to send scouts to.
Based on the success of using 'ABABA' for the recruitment of students graduating in March 2026 (hereinafter referred to as "26 graduates"), where they met students who were restarting their job search after disappointing results in other companies' selections, Dip decided to continue using the service for recruitment activities in subsequent years, anticipating its contribution to year-round recruitment.
## Interview Highlights
1. Maintaining a final interview pass rate approximately 20% higher than other platforms
Applicants via 'ABABA' have an outstandingly high final interview pass rate among all scouting platforms, maintaining a high standard throughout the year. Dip attributes this to the high communication skills of students who have passed the final selections of other companies, and the fact that many students proactively participate in the selection process feeling "it suits me" through 'ABABA's match assessment.
2. Achieved greater-than-expected results from early spring, despite initial plans for utilization from early summer of the graduating year
Initially, 'ABABA' was planned for use from June onwards for 26 graduate recruitment. However, based on data indicating a high number of active users from an early stage, it was tentatively started earlier. This resulted in 8 job offers and 1 acceptance during March-April. Based on these results, Dip is considering full-scale early utilization for 28 graduate recruitment.
3. A relationship of trust as a "partner" rather than just a "platform"
'ABABA' contributes to reducing operational burden, such as substitute support for sending scouts and adapting to changes in the recruitment flow. By having the same person handle everything from sales to operation, there is no loss of information sharing, and the speed of regular scout progress sharing and reflecting changes is highly praised.
## Comments from Dip Corporation's Recruitment Staff (Excerpt from article)
Mr. Iwano: "When I have the opportunity to speak directly with students from 'ABABA' during selection, I feel that a great many students proactively participate in the selection process, feeling 'it suits me' after seeing the results of the match assessment. I have the impression that such students often lead to final job offer acceptances."
Mr. Naji: "Since these students have made it to the final interview, I rarely feel there are challenges in terms of their skills. While they tend to be perceived as strong in the latter half of the recruitment season, utilizing the service early yields results beyond imagination. I highly recommend using it as a partner, not just a platform, from an early stage."
## "Evaluating the Job Hunting Process" New Graduate Scouting Service 'ABABA'
'ABABA' is a direct recruiting service where only job-hunting students who have reached the final interview stage can register. Students submit information about companies whose final interviews they have reached when registering for the service, and can receive scouts from companies that view their achievements.
Companies can grasp students' aptitudes and aspirations with high accuracy from this information and send scouts, thus enabling the creation of highly satisfactory matches for both companies and students even in the latter half of recruitment activities.
By creating a system that evaluates the job-hunting process and enables job hunting that leads to the next opportunity even after being rejected, 'ABABA' contributes to reducing the psychological stress of job-hunting students suffering from "job-hunting depression," which is considered a social issue, while also helping maintain corporate branding, thereby solving both social and business problems.
HR professionals considering usage, click here.
## Dip Corporation Company Profile
Company Name: Dip Corporation
Representative: Hideki Tomita (Representative Director, President & CEO)
Head Office: Roppongi Grand Tower 31F, 3-2-1 Roppongi, Minato-ku, Tokyo
Phone: 03-5114-1177 (Main)
Established: March 1997
Capital: 1,085 million yen (as of end of February 2025)
Number of Employees: 2,780 (as of April 1, 2025, regular employees only) *Excluding contract, part-time, and temporary staff.
Business Activities:
This article details how Dip, facing challenges in reaching self-unknown talent pools and securing both the quality and quantity of recruits throughout the year, utilized 'ABABA' to maintain a final interview pass rate approximately 20% higher than other scouting platforms, leading to early-phase job offers and acceptances.
Click here for the full article.
## Background and Challenges of Implementation
Dip, which conducts recruitment activities year-round, faced challenges in approaching job-hunting students after the summer of their graduating year. When utilizing scouting services, especially after the informal job offer ceremony, there were few students actively using the service, leading to difficulties in finding suitable candidates to send scouts to.
Based on the success of using 'ABABA' for the recruitment of students graduating in March 2026 (hereinafter referred to as "26 graduates"), where they met students who were restarting their job search after disappointing results in other companies' selections, Dip decided to continue using the service for recruitment activities in subsequent years, anticipating its contribution to year-round recruitment.
## Interview Highlights
1. Maintaining a final interview pass rate approximately 20% higher than other platforms
Applicants via 'ABABA' have an outstandingly high final interview pass rate among all scouting platforms, maintaining a high standard throughout the year. Dip attributes this to the high communication skills of students who have passed the final selections of other companies, and the fact that many students proactively participate in the selection process feeling "it suits me" through 'ABABA's match assessment.
2. Achieved greater-than-expected results from early spring, despite initial plans for utilization from early summer of the graduating year
Initially, 'ABABA' was planned for use from June onwards for 26 graduate recruitment. However, based on data indicating a high number of active users from an early stage, it was tentatively started earlier. This resulted in 8 job offers and 1 acceptance during March-April. Based on these results, Dip is considering full-scale early utilization for 28 graduate recruitment.
3. A relationship of trust as a "partner" rather than just a "platform"
'ABABA' contributes to reducing operational burden, such as substitute support for sending scouts and adapting to changes in the recruitment flow. By having the same person handle everything from sales to operation, there is no loss of information sharing, and the speed of regular scout progress sharing and reflecting changes is highly praised.
## Comments from Dip Corporation's Recruitment Staff (Excerpt from article)
Mr. Iwano: "When I have the opportunity to speak directly with students from 'ABABA' during selection, I feel that a great many students proactively participate in the selection process, feeling 'it suits me' after seeing the results of the match assessment. I have the impression that such students often lead to final job offer acceptances."
Mr. Naji: "Since these students have made it to the final interview, I rarely feel there are challenges in terms of their skills. While they tend to be perceived as strong in the latter half of the recruitment season, utilizing the service early yields results beyond imagination. I highly recommend using it as a partner, not just a platform, from an early stage."
## "Evaluating the Job Hunting Process" New Graduate Scouting Service 'ABABA'
'ABABA' is a direct recruiting service where only job-hunting students who have reached the final interview stage can register. Students submit information about companies whose final interviews they have reached when registering for the service, and can receive scouts from companies that view their achievements.
Companies can grasp students' aptitudes and aspirations with high accuracy from this information and send scouts, thus enabling the creation of highly satisfactory matches for both companies and students even in the latter half of recruitment activities.
By creating a system that evaluates the job-hunting process and enables job hunting that leads to the next opportunity even after being rejected, 'ABABA' contributes to reducing the psychological stress of job-hunting students suffering from "job-hunting depression," which is considered a social issue, while also helping maintain corporate branding, thereby solving both social and business problems.
HR professionals considering usage, click here.
## Dip Corporation Company Profile
Company Name: Dip Corporation
Representative: Hideki Tomita (Representative Director, President & CEO)
Head Office: Roppongi Grand Tower 31F, 3-2-1 Roppongi, Minato-ku, Tokyo
Phone: 03-5114-1177 (Main)
Established: March 1997
Capital: 1,085 million yen (as of end of February 2025)
Number of Employees: 2,780 (as of April 1, 2025, regular employees only) *Excluding contract, part-time, and temporary staff.
Business Activities: