The Shallow Mentality of Japanese Companies Trying to Turn Hiring into a Job Anyone Can Do

 

Read the original article (in Japanese):

The Invisible Decline of Japanese Hiring Practices Driven by AI

AI-based recruitment tools are on the rise. From automated resume screening to video interview scoring, these technologies are being embraced as models of “efficiency.”

But the real issue is not AI itself. The more serious problem is the way Japanese companies treat hiring as a low-responsibility task, easily handed off to machines.

AI is used in the West too—but hiring is still treated as a professional function. Human resources specialists, equipped with deep job understanding, make informed decisions. AI is simply a tool to assist, never to replace, that judgment.

In Japan, however, a fundamentally opposite structure is taking root. AI is being introduced not to enhance expert judgment—but to make hiring something “anyone can do.” As a result, real accountability vanishes, people evaluation skills atrophy, and only the process becomes more “efficient.”

Japan vs. the West — A Different Understanding of Who Should Decide

Western Approach:

  • Hiring is done by professionals

  • AI serves as a support tool

  • Clear job descriptions and decision-making accountability are in place

Japanese Approach:

  • Hiring is reduced to a routine task

  • Initial screening is left to AI, handled by junior staff

  • Decisions are vague, driven by “efficiency” rather than insight

At a glance, both models may seem similar in function. But the underlying view of HR and sense of responsibility is entirely different.

“Humans Make the Final Call” — A Dangerous Illusion?

A common line from Japanese companies is: “The final decision is made by a human, so it’s fine.” But in reality, that “final decision” is often little more than a gut feeling.

After AI eliminates most candidates, a human—often unfamiliar with the role’s true requirements—makes the decision based on “a good vibe” or “general impression.” This isn’t human accountability. It’s a ritual.

Hiring Is a Responsibility-Centric Task, Not a Form to Fill Out

Hiring is one of the most important decisions any company can make. It’s not a process that can be reduced to scoring or checklists.

  • Is this person truly suited to the job?

  • How will they contribute to the team?

  • Do they fit the organizational culture?

Answering these questions takes human insight, job literacy, and ownership. This is precisely where machines fall short—and where human work still matters most.

It’s Not the Technology That’s Failing—It’s the Structure

The problem isn’t AI. The problem is the acceptance of a structure in which AI is allowed to make choices on behalf of people.

If a company wants to use AI in hiring, it must meet three conditions:

  • Define roles clearly

  • Identify who is ultimately responsible

  • Limit AI’s role to assistance only

Without these, we’ll see more and more companies that can’t answer simple questions like: “Why did you hire this person?” or “Why did you reject that one?” That is what a company looks like when it has lost its ability to see people.

Final Thoughts: The Courage to Choose in the Age of AI

AI is an extraordinary tool. But tools can be dangerous when used by those who refuse responsibility.

Delegating the deeply human and weighty work of hiring to AI, in the name of “efficiency,” is a path to organizational decay.

Don’t let AI choose for you. Humans must choose—and must be accountable for those choices.

This is the mindset companies must adopt if they wish to survive and lead in the AI era.


Read in Japanese↓

採用を「誰でもできる仕事」にしたがる日本企業の浅さ（2025.5.28）

Read more articles (in Japanese)↓

「リベンジ退職」はなぜ起きる──火種を生む企業、火を放つ社員（2025.5.26）

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