◆ In interviews for younger generations, candidates are strictly checked for "whether they will quit soon." As AI has permeated companies (HR) and applicants, "Reproducibility" has become the most important factor. These are the two major trends post-COVID. When you ask AI to "think of an answer to this question," it might generate something like this: "I have updated my OS, myself, to adapt to the drastic changes of the times." "I have made successful methods into a 'system.' I can reproduce it within your company in six months." ...While these sound cool and you might be tempted to say them, you usually won't get hired with them. By fully utilizing AI and adding "your own words" to refine the answer, you can create a "winning response." Furthermore, even with achievements, if you cannot dispel the doubt of "Can this be reproduced in our company?", you won't get hired, especially in your late 20s. Interviewers will probe with all sorts of methods. If you are not prepared, it's normal to be at a loss for words. So, what should you do? Answer by clearly discerning the "intent" behind the question. Based on this fundamental principle, if you refine your answers while utilizing AI, you can effectively convey "reproducibility" and "potential as a young professional." What applicants don't want to be asked about are questions concerning negative factors. Quit in a short period / Frequent job changes / Modest achievements / Quit due to disliking boss / Lack of or limited experience (in the applied industry/job) / Slow promotion / Taken mental health leave / Want to change jobs due to spouse's circumstances, etc. For younger generations, the check for "whether they will quit soon" is particularly stringent. So, if you have negative factors, is there no recourse? Not necessarily. For each negative element, there are key points that "must be conveyed." Addressing these points is an effective way to counter. Unlike entrance exams or certification tests, 90% of interview quest