So that student life is not dictated by job hunting. We are launching a project to reform the new graduate recruitment market, created together with students and companies.
Shukatsu 3.0 Inc. announced an April Dream project to reform the new graduate recruitment market. They aim to reduce student burden and eliminate redundant entry sheets by providing a common 'Job Hunting Profile Sheet (PS).'
📋 Article Processing Timeline
- 📰 Published: April 2, 2026 at 08:57
- 🔍 Collected: April 2, 2026 at 09:03 (5 min after Published)
- 🤖 AI Analyzed: April 21, 2026 at 06:58 (453h 55m after Collected)
Our company supports April Dream, which aims to make April 1st a day to broadcast dreams. This press release is the dream of "Shukatsu 3.0 Inc."
## Are students respected in current new graduate recruitment?
In recent years, due to the progression of a seller's market, recruitment competition among companies has intensified, and the early start and prolongation of the selection process have become the norm. The environment of early and prolonged job hunting, such as securing early selection slots through summer internships and recruiting from first and second-year university students, still seems to be expanding. In addition, mass contact and mass selection prioritizing the achievement of corporate KPIs have become generalized, strengthening a structure that values "efficiency" and "yield" over understanding each individual student.
As a result, job hunting, which should originally be a place for mutual understanding between students and companies, is transforming into a process for winning the corporate recruitment competition. Students spend time on formal entry sheets and countermeasures, and companies are also forced to make judgments based on superficial information.
Students, companies, contractors. Who is the current new graduate recruitment/job hunting for?
## Why doesn't new graduate recruitment change despite the apparent issues?
Issues in new graduate recruitment, such as the nature of evaluation, the early start and prolongation of selection, and student quality, have been repeatedly pointed out for decades. These are by no means problems unique to recent years.
The rules for new graduate recruitment and job hunting are shaped by companies and related businesses. However, as recruitment competition intensifies and each company is pressed to achieve its goals, the reality is that it is not easy to step into reducing the burden on students and optimizing the entire market.
Furthermore, even if a company is aware of the issues, if it alone strictly applies recruitment rules, it runs the risk of falling behind other companies and missing out on excellent talent. Therefore, it is structurally limited to make changes on an individual company basis.
On the other hand, just as online interviews and events rapidly spread and became established due to the impact of COVID-19, it has also become clear that the nature of recruitment can change significantly triggered by changes in the external environment. In fact, through dialogue with many corporate HR professionals, there is definitely an intention to break away from traditional recruitment practices that are inefficient and place a burden on students.
We believe that as long as the opportunities and mechanisms to support this transformation are in place, the nature of new graduate recruitment can be changed.
## Students need to unite to change the nature of job hunting.
Based on this background, Shukatsu 3.0 Inc. is launching the "Project to Change Job Hunting with All Students (tentative name)," aiming to improve the job hunting environment together with students. This project is primarily aimed at students graduating in 2028 and later, and is an initiative where students themselves take the lead in demanding changes in recruitment practices from companies.
Currently, our company aims to eliminate wasteful entry sheets through the provision of the "Job Hunting Profile Sheet (PS)." The PS is a mechanism to accumulate and share profile information, such as students' experiences and achievements, in a common format, much like a job hunting version of the My Number Card. This eliminates the need for companies to repeatedly obtain the same student information, resulting in a significant reduction in the burden of document creation for students.
## Are students respected in current new graduate recruitment?
In recent years, due to the progression of a seller's market, recruitment competition among companies has intensified, and the early start and prolongation of the selection process have become the norm. The environment of early and prolonged job hunting, such as securing early selection slots through summer internships and recruiting from first and second-year university students, still seems to be expanding. In addition, mass contact and mass selection prioritizing the achievement of corporate KPIs have become generalized, strengthening a structure that values "efficiency" and "yield" over understanding each individual student.
As a result, job hunting, which should originally be a place for mutual understanding between students and companies, is transforming into a process for winning the corporate recruitment competition. Students spend time on formal entry sheets and countermeasures, and companies are also forced to make judgments based on superficial information.
Students, companies, contractors. Who is the current new graduate recruitment/job hunting for?
## Why doesn't new graduate recruitment change despite the apparent issues?
Issues in new graduate recruitment, such as the nature of evaluation, the early start and prolongation of selection, and student quality, have been repeatedly pointed out for decades. These are by no means problems unique to recent years.
The rules for new graduate recruitment and job hunting are shaped by companies and related businesses. However, as recruitment competition intensifies and each company is pressed to achieve its goals, the reality is that it is not easy to step into reducing the burden on students and optimizing the entire market.
Furthermore, even if a company is aware of the issues, if it alone strictly applies recruitment rules, it runs the risk of falling behind other companies and missing out on excellent talent. Therefore, it is structurally limited to make changes on an individual company basis.
On the other hand, just as online interviews and events rapidly spread and became established due to the impact of COVID-19, it has also become clear that the nature of recruitment can change significantly triggered by changes in the external environment. In fact, through dialogue with many corporate HR professionals, there is definitely an intention to break away from traditional recruitment practices that are inefficient and place a burden on students.
We believe that as long as the opportunities and mechanisms to support this transformation are in place, the nature of new graduate recruitment can be changed.
## Students need to unite to change the nature of job hunting.
Based on this background, Shukatsu 3.0 Inc. is launching the "Project to Change Job Hunting with All Students (tentative name)," aiming to improve the job hunting environment together with students. This project is primarily aimed at students graduating in 2028 and later, and is an initiative where students themselves take the lead in demanding changes in recruitment practices from companies.
Currently, our company aims to eliminate wasteful entry sheets through the provision of the "Job Hunting Profile Sheet (PS)." The PS is a mechanism to accumulate and share profile information, such as students' experiences and achievements, in a common format, much like a job hunting version of the My Number Card. This eliminates the need for companies to repeatedly obtain the same student information, resulting in a significant reduction in the burden of document creation for students.