Companies are looking for individuals who can persevere through challenges. They seek out individuals who are self-motivated, have a strong work ethic, have excellent communication skills, and can work in teams. They assess an individual’s ability to share problems, break them down, challenge hypotheses, fail, and then apply that knowledge to the next step. The qualities companies seek are the ability to define and solve problems, analyze advantages and disadvantages, and manage risks such as time and cost. Demonstrating even a glimpse of these qualities increases the chances of being hired. Meanwhile, talented new hires who are fortunate enough to join the company will gain an objective understanding of the company. Their perspective will be focused on the “process” of human resource development rather than “results.”
Hitachi, Ltd. has eliminated the question “What did you focus on during your student days” from its application form (ES) for its 2024 new graduate recruitment. In its place, “direct-to-hire internships (work experience)” have emerged. Companies are increasingly placing importance on “direct-recruitment internships.” According to a Nihon Keizai Shimbun hiring survey, approximately half of companies will be offering direct-recruitment internships in the summer of 2025. The trend toward “direct-recruitment internships,” which allow new graduates to be judged by observing their actual work performance, is gaining momentum. This method has the advantage of allowing students to see a student’s potential up close, rather than focusing on potential qualifications. This internship is becoming increasingly popular as a way to assess the abilities and personalities of students. Many companies are offering preferential treatment to interns, such as exempting them from the document screening process. For students seeking employment, this also provides an opportunity to gain experience and see whether they can utilize their skills through actual work and tasks.
In Japan, internships have traditionally been viewed as educational activities for students. Japanese government officials have historically discouraged linking internships to recruitment. Many companies have argued that internships that do not lead to employment are burdensome and offer few benefits. However, recently, there has been a growing trend in both the government and private sector to lift the ban on direct hiring from internships. In 2016, the Japan Association of Corporate Executives began supporting long-term internships, generally four weeks long, which can be recognized as course credits. Hokkaido University is taking advantage of this system promoted by the Japan Association of Corporate Executives to match companies with universities. In addition to the traditional internships, the university has introduced an industry-academia collaboration program for first- and second-year students. This program is attracting four to five times as many students as the number of places available. Participants have been giving positive feedback, with some saying things like, “It gave me a clearer idea of what I should study.”
