Why Hiring in the AI Era Is Failing: The Rigid Structure of Companies and Individuals
When I moved to Tokyo and was job hunting.
I thought about it many times.
-- "Don't these AI companies not use AI at all?"
Moreover, the "AI companies themselves" don't even realize it.
Job postings are lined with
"AI utilization," "DX promotion," and "next-generation hiring."
But when you look at the content,
the structure of hiring is just like it was in the Showa era.
Educational background, work history, age, and job titles.
"We are looking at the person"
"We value future potential"
Those words are lined up, but
what they are actually looking at is just the surface data on the resume.
Even though AI exists,
the resolution for looking at people hasn't changed.
Even though they are using AI,
they aren't thinking with an AI-like mindset.
Honestly, that sight is a bit strange.
It's like turning an electric screwdriver by hand,
and then finally starting to use it as a pencil.
-- Yes,
"We've introduced AI" is already a comedy sketch.
It's funny, but not funny.
Because hiring is
a place that influences people's lives.
Where you work occupies a large part of your life.
If that is misaligned, every day becomes painful.
And yet,
even in an era where AI exists,
the structure of looking at people has hardly changed.
The reason AI companies aren't using AI.
That is not a technical problem.
It is a problem of the structure of thinking.
*This article is a compilation of actual interactions with ChatGPT.
The raw dialogue log is here.
▶AI Companies Are Not Using AI: The "Showa-Era Structure" Remaining in AI Hiring
Why AI companies are not using AI
What is happening in the field of AI hiring is not
"using AI to look at people,"
but "using AI to sort people."
What companies call "AI implementation" is, in most cases—
the reality of just "classifying resumes and entry sheets via keyword search."
For example, "communication skills," "immediate asset," "sales experience."
Hundreds of people are automatically screened out based on whether those words are written.
In other words, what AI is doing is "efficient template hiring."
The goal has become not to "find talented people," but to "find people who fit the company's mold."
But, is that "mold" really correct—
Almost no companies question that.
What AI is reproducing is "precedent-ism"
What AI is learning is data on talent that succeeded in the past.
In other words, AI tries to create "future correct answers" based on "past correct answers."
As a result, what happens?
・People who are a bit different, people with unconventional ideas
・People with experience in different industries
・People who have the potential to change the future of the organization
—These people are judged as "inefficient by AI standards" and are rejected.
AI hiring has become a "structure that crushes the buds of innovation."
Companies think they have introduced AI,
but in reality, they are just automating their own "thinking habits."
AI only faithfully expands the "ideal image you currently believe in."
Therefore,
the speed of a company's evolution can sometimes even become slower than before AI implementation.
(This is, frighteningly, the same for individual use.
In other words, your ownrigidity of thought）
Actually, AI should be used not to find
"people who fit our mold,"
but to find "people who will evolve our mold."
But in reality,
because we only treat AI as an 'efficiency tool',
we are endlessly looping the company's 'habitual thinking'.
Even with AI,
the operating system for our thinking remains stuck in the Showa era.
The suspension of thought known as 'template hiring'
Templates are rampant in today's hiring scene.
✅ Template question: 'How will you leverage your past experience...?'
✅ Template criteria: 'Communication skills,' 'proactivity,' 'cooperativeness'
✅ Template persona: 'Someone who is bright, positive, and values teamwork'
──This is what current AI hiring is 'processing at high speed'.
Originally, if we used AI, we should be able to read:
・'The person's thought structure'
・'The values bleeding through their words'
・'Creative deviations'
But the human side only designs questions within the 'template frame'.
Therefore, no matter how smart the AI is,
the answers that come back are just an 'automatic replay of template hiring'.
What AI should really be looking at
What AI should fundamentally be looking at is not the 'past,' but the 'structure of consciousness'.
In what kind of environment does this person demonstrate creativity?
In what kind of human relationships do they shrink, and in what kind of team do they blossom?
What kind of motivation drives their actions?
The reason AI companies aren't able to use it is simple.
Because almost no one has the 'eye to see through people'.
To train an AI that can see through that,
the human side needs the ability to understand and teach the 'structure of the unconscious'.is necessary.
That is why AI can only see the 'shadow of a resume'.
──No, honestly,it's not even looking at the shadow of a resume.
What we look at is "educational background," "work history," and "age."
And only the "safe, predictable molds."
Even though we are using AI,
the resolution of our discernment has not changed at all.
Moving from "Efficiency AI" to "Understanding AI"
AI hiring is not,
fundamentally, about streamlining "who to hire."
It is about deepening "who we can understand."
When companies can truly co-create with AI,
hiring will shift from "sorting" to "resonance."
And AI can become a "translator of the human soul."
To you
If you are reading this article and
are involved in work like hiring, HR, or career support.
I want you to,
just for a moment, stop and think.
The goal is not to introduce AI.
By using AI,
what assumptions are we using to view people?
Realizing that.
AI will
expand the "ideal image you currently believe in"
exactly as it is.
Therefore,
if you only see what you want to see,
AI will only see the same thing.
And that will,
not just for companies, but
reproduce the limits of your own thinking as well.
What is scary about AI is
not that it makes mistakes.
It is that it will endlessly reproduce what you "think is correct."
If you are in a position to choose people.
Before asking "who to hire,"
I want you to rethink one thing.
What criteria are you using to look at people?
Hiring is, fundamentally,
an endeavor to find "how a person should spend their life."
Being involved in someone's future means
entrusting yourself with a part of their life.
No matter how much AI evolves,
it is meaningless withouta human perspectivethere.
Technology alone cannot see people.
What AI is looking at
is not your resume.
It is the shape of your convictions.
A company changes
the moment those convictions change.
Right now, I am
continuing to articulate
the structures of human hesitation and judgment
through dialogue with AI.
That is precisely why
I know this structure issomething that can be changed.
*I have also organized thoughts on work and decision-making in the AI era in this article.
▶
📚 The AI Era | Jobs That Remain and People Who Disappear
*This article is a compilation of actual exchanges with ChatGPT.
The raw dialogue logs are here.
▶AI Companies Aren't Using AI as Much as They Should—The "Showa-Era Structure" Remaining in AI Hiring
▶The sense of discomfort I've felt from being told "You're overthinking it"
🪞 This is a place to clarify your judgment, rather than seeking correctness.
If, after finishing this, you feel "something has shifted" rather than "I understand."
That is a sign that the "assumptions" within you have begun to waver.
withchat deals with the "underlying structures" that dull your decision-making.
We do not offer encouragement or know-how.
This is time for you to stand in a place from which you cannot return.
If this feeling sounds familiar, I recommend reading from here.