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Interview phase (incl. aptitude test / GD)
Selection is a long funnel: aptitude test / Web test → group discussion → multiple interview rounds. Interviews are about handling follow-up questions, not memorizing a script — usually two or more rounds let different evaluators repeatedly check the same person against your ES, résumé, and earlier interviews.
Traps
These misconceptions aren't rare scenarios — most people hit at least one of them at this step. Knowing in advance doesn't mean you won't stumble, but it can save you a few weeks of detours.
Treating the aptitude test as 'grind to a high score' — SPI officially states there is no pass line that applies to all companies; the point is question-type recognition, timing, and format adaptation.
Treating group discussion as a debate and the interview as a recited script — GD rewards cooperative conclusions; interviews check consistency, structure, research depth, and the quality of your reverse questions.
Assuming informal offer = offer = all settled — an informal offer often comes before October and is a strong signal, not the finish line; a formal offer is established only after you submit the pledge/consent forms, and the residence switch is still a hard condition.
Assuming a signed consent form locks you in — declining an offer is a legitimate right of job seekers, and pledge/consent forms have no legal binding force; if a company uses an offer to force you to stop other job hunting (owahara), it violates freedom of occupational choice — seek help from your career center / labor bureau / new-grad Hello Work (but act in good faith, do not stall indefinitely).
Breakdown
Follow the checklist below and you won't miss anything important. You don't have to finish it all at once, but every item should be clearly answered within this stage.
Tool
There's a ready-made tool for this step. You don't have to use it every time, but it's worth opening when you're stuck.
Click to open · use it right here in this step
Open tool →