A collaborative project between FM Salus's new programs "Mimi dake Intern" (Internship by Ear) and "Data Force Research Institute Presents: The Power of Numbers," produced by radio producer Edako DX, conducted a survey targeting company employees in their first to third year after graduation on "Information Gathering and Culture Fit in Z Generation's Company Selection."

In corporate recruitment activities, attracting candidates through text on websites and interview articles is indispensable.

However, with the advancement of generative AI technology, which allows for the easy creation of polished text, to what extent do new graduates trust the textual information disseminated by companies?

Furthermore, what kind of information sources are needed to prevent post-hire mismatches leading to offer rejections and to accurately grasp the real workplace relationships and atmosphere?

"Video" is Top-Tier Popular for Information Gathering. But Are About 70% of Job Seekers Not Watching the Screen?

First, when asked about "content that you feel easily conveys "honest opinions" and "real corporate culture/employee atmosphere" in corporate information dissemination (official or unofficial)," the most common response was "video content on social media (TikTok, PIVOT, YouTube, etc.)" (32.8%), followed by "employee interview videos and corporate recruitment videos" (30.8%), and "podcasts and radio" (25.4%).

Video and audio media occupied the top positions, surpassing traditional "recruitment information sites" and "official corporate websites."

This trend suggests that the Z generation is trying to understand the real atmosphere of companies through formats that directly convey speaking style, tone of voice, and facial expressions, rather than static information like text and photos.

While such "video and audio content" is supported, a deeper look into viewing styles revealed surprising honest opinions from young employees who recently experienced the job hunting process.

When asked, "Regarding your viewing style and ideal when obtaining company information from video content (YouTube, social media videos, etc.)," the most frequent answer was "watching in a short time by playing at double speed (1.5x to 2x speed, etc.)" (26.9%), followed by "occasionally looking at the screen, mainly listening to the audio" (25.2%), and "completely listening to audio only through background playback (opening other apps/closing the screen)" (18.3%).

Approximately 70% choose to watch at double speed, listen casually, or listen to audio only. In other words, today's job seekers, while seemingly "watching" videos, are actually "gathering information by ear."

Why are they trying to consume even videos efficiently "by ear"? The answer lies in their high awareness of "time performance (typa)" in information gathering.

When asked, "Were you conscious of 'typa (time performance: time efficiency)' in your job hunting activities (company research, information gathering, etc.)?", about 80% responded "very conscious" (33.1%) or "somewhat conscious" (45.1%).

In an environment where they can access a vast amount of corporate information, it suggests they have a desire to "efficiently identify suitable companies without wasting time."

Therefore, if companies only provide lengthy orientation sessions or substantial text information, there is a risk that this information may be skipped by today's job seekers who prioritize typa, and the information may not reach them adequately.

Is Corporate Recruitment Sites Doubted Due to Generative AI Proliferation? About 50% Respond "Credibility of Text-Based Recruitment Content Decreases," with Only About 10% Feeling Increased Credibility

As seen in the previous section, while modern job hunting emphasizes typa and gathers information efficiently, it is not easy to completely prevent post-hire mismatches.

When asked about reasons for "having felt dissatisfaction/anxiety leading to considering転職 (or actually転職ing) after joining the company," the most common reason was "dissatisfaction/anxiety with human relationships (employee atmosphere, distance, etc.)" (38.5%), followed by "dissatisfaction with salary or benefits" (25.1%), and "the job content or role was different from what was heard before joining" (25.0%).

Human relationships within the company ranked first, surpassing reasons related to conditions like benefits and job content.

While information on benefits and the like can be relatively easily understood from job descriptions, the workplace atmosphere and the distance between employees are difficult to see from the outside, leading to post-hire mismatches.

It is possible that such qualitative information is not sufficiently obtained through the aforementioned "efficient information gathering prioritizing typa," and it is considered important for companies to convey their corporate culture and real atmosphere to job seekers, rather than just presenting superficial conditions, to prevent post-hire mismatches and early turnover.

This is precisely why, to resolve the "difficulty in perceiving human relationships and corporate culture," many companies are expanding text content such as "employee interview articles" on their official recruitment sites to convey their "people" and "atmosphere." However, concerns due to the "proliferation of generative AI" are now emerging.

When asked, "Have you ever felt concern or distrust when reading 'text-based' information such as corporate recruitment sites or employee interviews?", the most frequent responses were "suspecting that it might have been favorably rewritten by generative AI, etc." (31.4%), followed by "feeling that only convenient (advantageous) information for the company is written" (30.6%), and "not knowing if it's really the employee's own words" (25.9%).

The top responses indicate a wariness towards information manipulation.

In particular, the highest number of responses suspecting "rewrites by generative AI" suggests that a certain segment of the population may distrust polished text, viewing it as insincere.

It is becoming difficult for companies to convey real corporate culture and employee voices solely through text information when disseminating information, and there is a concern that excessive text refinement could be counterproductive.

With the ease of generating polished text, there seems to be a situation where people are more likely to be wary of corporate text information, suspecting it might have been created by AI.

When asked, "In recent years, with the widespread adoption and establishment of generative AI (such as ChatGPT), how do you feel about the credibility of 'text-based recruitment content' disseminated by companies?", approximately 90% responded "no change" (39.7%), "slightly decreased" (33.9%), or "significantly decreased" (15.0%).

While about half responded that "credibility has decreased," about 40% felt "no change," and only about 10% felt increased credibility.

Want to Know the "Pauses" and "Laughter" That Text Can't Convey! Top 3 Expectations for Corporate Podcast Distribution All Exceed 30%

While they want to know honest opinions with good typa, they are distrustful of polished text. "Audio (podcasts)" are becoming a choice that meets both of these needs.

When asked, "If a company you are interested in were to distribute employee interviews via 'podcast (audio),' how would you feel?", the most common response was "I feel it would increase my trust in the company as I might hear unvarnished honest opinions" (30.1%), followed by "it would likely reduce post-hire mismatches" (28.1%), and "it's good for information gathering with 'casual listening' for good typa" (22.9%).

Considering the aforementioned "concerns about text information," it suggests a desire for more realistic information about companies. Furthermore, the unique advantage of audio, "casual listening," aligns with the "emphasis on typa" trend observed in younger demographics in the previous question, suggesting that audio distribution is expected as an effective means to satisfy both the desire to "hear unvarnished honest opinions" and the need to "efficiently gather information."

Furthermore, when asked, "What do you expect from corporate information dissemination using audio such as podcasts and radio?", the most common answers were "real human relationships and distance between employees" (41.0%), followed by "behind-the-scenes struggles and anecdotes not heard in interviews or text media" (36.7%), and "atmosphere that cannot be conveyed in text, such as 'pauses' and 'laughter'" (31.4%).

It is understood that non-verbal information such as "pauses" and "laughter" are important elements for gauging the real workplace atmosphere, which is difficult to grasp through text information.

Further specific free-response comments included numerous requests such as "I want to hear about failures and struggles frankly, not just success stories" and "I want to know about the employees' personalities."

If a company you are interested in had a "recruitment podcast (audio distribution)," what kind of content would you want to listen to? And what would you expect?

* I would like to hear real experiences from employees about actual job content and daily flow, and differences in work styles between departments. I also expect content that frankly discusses the internal atmosphere and human relationships, which are difficult to understand from interviews or recruitment pages, as well as gaps that are often felt after joining the company. In particular, I believe that including stories about failures and struggles, not just successes, would increase trust. (Oita Prefecture / 20s / Female) * I want to hear content that offers advice based on looking back at what I was worried about when I joined, and how I overcame it after joining. (Gifu Prefecture / 20s / Female) * Job content and motivation. (Aichi Prefecture / 20s / Female) * Real stories of hardship, and what students should do before joining the company. (Kanagawa Prefecture / 20s / Female) * I expect content about employee personalities and things that can only be heard on that content. (Saga Prefecture / 20s / Male)

While text information can be polished and rewritten by AI in any way, the real "pauses" between employees talking, spontaneous "laughter," and tone of voice cannot be processed. This non-verbal information is a powerful weapon for conveying the "true atmosphere of the workplace."

Furthermore, when asked, "As a measure for prospective hires, do you think providing a podcast featuring employees would be helpful in alleviating pre-joining anxiety, bridging gaps, and fostering attachment to the company?", over 70% responded "very helpful" (22.0%) or "somewhat helpful" (49.1%).

The period before joining the company is a time when anxiety about the assigned department and the actual workplace atmosphere is easily felt, but providing an environment where one can "casually listen" to the raw voices of senior employees is expected to have the effect of alleviating such concerns.

Conclusion: The Potential of Audio Media to Capture Students Conscious of Typa and Solve Challenges in Recruitment PR in the Generative AI Era

This survey revealed a significant shift in the information gathering styles of today's job seekers and the corresponding form of "trust in companies."

First, students prefer video content due to their emphasis on typa, but in reality, they consume information "by ear," rarely looking at the screen.

On the other hand, "text information" for understanding the real corporate culture is becoming less credible, viewed with suspicion as potentially "polished falsehoods created by generative AI."

Therefore, "live voices (laughter and pauses)" that AI cannot manipulate are now the most trusted source of information.

"Recruitment podcasts," which satisfy both the typa-oriented desire to gather information efficiently "by ear" and the need to know the "real corporate culture" without manipulation, can be considered an inevitable choice in the future recruitment market for conveying a company's appeal to job seekers without suspicion.

Work with your ears before the interview. The radio program "Mimi dake Intern" begins.

Atowa Japan Co., Ltd. (https://www.atowa-japan.com/), which conducted the survey on "Information Gathering and Culture Fit in Z Generation's Company Selection," is producing "Mimi dake Intern."

What is "Mimi dake Intern"?

A FM radio program that allows for a deep understanding of a company and its work before joining, through the real voices of employees.

✓ Hear employees' honest opinions Understand the challenges and rewards of the job realistically ✓ Reduce post-hire mismatches Prevent mismatches and ensure a satisfactory job or career change ✓ Listen during spare time Gather information while commuting or during breaks

Broadcast Medium

FM Salus (84.1MHz) Community FM radio in Aoba Ward, Yokohama City * Also available for online and app streaming

Now streaming on various podcasts including Spotify and Apple Podcasts.

Podcast Operating Company

Atowa Japan Co., Ltd.

[Business Activities]

* Consulting Division * Engineering Division * Promotion Division (Planning and Production of Radio Programs and Video Content) * Comprehensive Human Resources Services Official Website: https://www.atowa-japan.com/

Producer: Edako DX

Radio Producer & Business Producer. After graduating from Keio University, worked in strategy and SCM at Roland Berger, PwC, and Rakuten before going independent. Currently, leveraging expertise in strategy, media, and logistics, produces brand building and sales funnel creation for executives and companies. Has planned and produced over 100 FM radio programs for BAYFM, Radio Osaka, interfm, etc. Also produces numerous projects combining business and media, such as the recruitment podcast "Kiku dake Intern" and "Teinen Shinsotsu" (Retiree New Grad), which disseminates information on new ways of working in the 100-year life era. Also disseminates information on logistics, logistics, and management as the "Strongest Logistics CLO (Chief Logistics Officer)."

* HP: https://edacodx.com/ * X (Twitter): https://twitter.com/@edacodx * YouTube: https://www.youtube.com/@edacodx * Podcast: https://lit.link/edacodx

PRIZMA Inc.

[Business Activities]

* Brand Consulting * Content Marketing * Online Marketing Support * Media PR Agency Official Website: https://www.prizma-link.com/

Survey Overview: Survey on "Information Gathering and Culture Fit in Z Generation's Company Selection"

[Survey Period] June 9, 2026 (Tue) - June 10, 2026 (Wed)

[Survey Method] Internet survey conducted by PRIZMA (https://www.prizma-link.com/press)

[Number of Respondents] 1,013 people

[Survey Target] Monitors who responded as company employees in their first to third year after graduation at the time of survey response.

[Survey Source] Atowa Japan Co., Ltd. (https://www.atowa-japan.com/)

[Monitor Provider] PRIZMA Research

FACT BOX

  • Source: PR TIMES
  • Category: Survey報告