Recruitment Frontier Survey: Nearly 90% of Companies Feel a 'Value Gap' with Job Seekers, Leading to Flexible New Strategies
A survey by Kreo Co., Ltd. revealed that approximately 90% of HR professionals experience a 'value gap' with current job seekers. With 89.6% of companies reviewing their recruitment activities, there is a rapid shift towards optimizing communication from the candidate's perspective through revamped messaging, young employee involvement, and SNS usage.
📋 Article Processing Timeline
- 📰 Published: May 21, 2026 at 20:00
- 🔍 Collected: May 21, 2026 at 11:31
- 🤖 AI Analyzed: May 27, 2026 at 07:58 (140h 26m after Collected)
As values in the job-hunting market continue to diversify, how are companies facing today's job seekers? This survey sheds light on the reality of recruitment sites as they struggle to bridge the gap and effectively communicate their corporate appeal.
Kreo Co., Ltd. (Chiyoda-ku, Tokyo; President: Tsukasa Yokoi), an integrated marketing firm rooted in consumer perspectives, conducted a survey on 'Corporate Measures Against Value Gaps with Job Seekers,' targeting 1,003 HR and recruitment professionals involved in new graduate hiring at companies with 100 or more employees.
### Nearly 90% Feel a Value Gap with Current Job Seekers
When asked if they feel a 'value gap' with job seekers in new graduate recruitment, approximately 90% of respondents said they felt it, with 46.0% answering 'very much' and 47.6% 'somewhat.' These results indicate a clear discrepancy between corporate perceptions and the work consciousness of today's job seekers.
### Efforts to Understand Modern Values
To understand the values and styles of today's job seekers, companies reported the following top actions:
- Interviews with new hires and young employees (59.5%)
- Surveys and direct dialogue with job seekers (57.3%)
- Reviewing recruitment market reports and news (40.4%)
Instead of judging based on superficial information, the recruitment field shows a stance of gathering 'raw voices' from young employees and candidates to understand individual values through dialogue.
### Review of Recruitment Activities and Specific Measures
About 90% (89.6%) of respondents answered that they have reviewed the content of their recruitment activities. Specific measures taken include:
- Reviewing recruitment messages and how to convey corporate appeal (52.0%)
- Appointing young employees to HR positions (40.8%)
- Utilizing SNS (38.8%)
The appointment of young staff and the use of SNS reflect an intention to convey friendliness and the authentic atmosphere of the workplace from a perspective close to that of the students.
### Specific On-Site Innovations
Qualitative responses highlighted several innovations:
- Frequent communication with prospective hires
- Active utilization of internships
- Regular understanding of needs through networking events
- Creating opportunities for honest conversation
The survey underscores that the vast majority of companies are not clinging to traditional methods but are flexibly adapting to changes in the environment.
Kreo Co., Ltd. (Chiyoda-ku, Tokyo; President: Tsukasa Yokoi), an integrated marketing firm rooted in consumer perspectives, conducted a survey on 'Corporate Measures Against Value Gaps with Job Seekers,' targeting 1,003 HR and recruitment professionals involved in new graduate hiring at companies with 100 or more employees.
### Nearly 90% Feel a Value Gap with Current Job Seekers
When asked if they feel a 'value gap' with job seekers in new graduate recruitment, approximately 90% of respondents said they felt it, with 46.0% answering 'very much' and 47.6% 'somewhat.' These results indicate a clear discrepancy between corporate perceptions and the work consciousness of today's job seekers.
### Efforts to Understand Modern Values
To understand the values and styles of today's job seekers, companies reported the following top actions:
- Interviews with new hires and young employees (59.5%)
- Surveys and direct dialogue with job seekers (57.3%)
- Reviewing recruitment market reports and news (40.4%)
Instead of judging based on superficial information, the recruitment field shows a stance of gathering 'raw voices' from young employees and candidates to understand individual values through dialogue.
### Review of Recruitment Activities and Specific Measures
About 90% (89.6%) of respondents answered that they have reviewed the content of their recruitment activities. Specific measures taken include:
- Reviewing recruitment messages and how to convey corporate appeal (52.0%)
- Appointing young employees to HR positions (40.8%)
- Utilizing SNS (38.8%)
The appointment of young staff and the use of SNS reflect an intention to convey friendliness and the authentic atmosphere of the workplace from a perspective close to that of the students.
### Specific On-Site Innovations
Qualitative responses highlighted several innovations:
- Frequent communication with prospective hires
- Active utilization of internships
- Regular understanding of needs through networking events
- Creating opportunities for honest conversation
The survey underscores that the vast majority of companies are not clinging to traditional methods but are flexibly adapting to changes in the environment.
FAQ
調査の対象と規模はどの程度ですか？
従業員数100名以上の企業で新卒採用に関与している人事・採用担当者1,003人を対象にしています。
企業は就活生との価値観のズレをどの程度感じていますか？
「とても感じる（46.0％）」と「やや感じる（47.6％）」を合わせ、約9割（93.6％）の担当者がギャップを実感しています。
就活生の価値観を理解するために最も行われている対策は何ですか？
「内定者や若手社員へのヒアリング（59.5％）」が最も多く、次いで「就活生へのアンケートや直接の対話（57.3％）」となっています。
何割の企業が採用活動の見直しを実施しましたか？
約9割（89.6％）の企業が、今の就活生の価値観やスタイルを踏まえた採用活動の見直しを行っています。
採用活動の見直しにおいて、具体的にどのような取り組みが行われていますか？
「採用メッセージや自社の魅力の伝え方の見直し（52.0％）」が最多で、他に「人事に若手社員を登用（40.8％）」や「SNSの活用（38.8％）」が挙げられます。