Many foreigners searching for jobs in Japan will encounter a very familiar step in the recruitment process:

Online aptitude tests (Web Tests).

For example:

• SPI
• Tamatebako
• TG-WEB
• Company-specific online assessments

This often raises a question:

How important are these tests, really?

Some candidates believe:

• Strong interview performance should matter more
• The tests are only a formality
• Companies do not seriously evaluate the results

However, from a recruitment perspective, the function of these tests is actually very clear.

For many candidates, they serve as the first gate in the hiring process.

1. The Real Function of Web Tests: Filtering, Not Ranking

A common misunderstanding is that companies use these tests to determine:

• who is the smartest
• who is the most capable

In reality, this is rarely the purpose.

In Japanese hiring processes, online tests function mainly as a large-scale screening tool.

For example, in new graduate recruitment, a company may receive:

• thousands of applications
• sometimes even tens of thousands

HR teams simply cannot review every resume in detail.

Therefore, many companies use Web Tests to:

• set a minimum score threshold
• reduce the number of resumes that require manual review

In other words:

The goal of Web Tests is not to find the best candidates,

but to narrow the applicant pool.

2. Why Many Foreign Candidates Struggle With Web Tests

From my observation working in recruitment, foreign candidates often face three common challenges.

1️⃣ Unfamiliar Question Formats

Japanese Web Tests have relatively standardized question types, such as:

• rapid calculations
• data interpretation tables
• logical pattern recognition
• long reading comprehension passages

Many candidates feel the biggest problem is time pressure.

The issue is usually not intelligence, but lack of familiarity with the format.

Japanese students often practice these tests in advance.

Foreign candidates often encounter them for the first time during the actual application process.

2️⃣ Extreme Time Pressure

Tests like SPI and Tamatebako are designed with tight time limits.

Most questions are not particularly difficult.

However, they require candidates to answer very quickly.

If someone tries to solve each question carefully step by step, time will usually run out.

Because of this, many Japanese students prepare by practicing:

• solving speed
• common question patterns
• time management strategies

3️⃣ Language Processing Speed

Another challenge for foreign candidates is reading speed in Japanese.

Many questions include:

• long business texts
• analytical explanations
• detailed data interpretation

Even candidates with good Japanese ability may lose time simply because reading takes longer.

3. Do Companies Really Care About the Score?

Many job seekers worry about their exact score.

But in reality, most companies simply use a cut-off system.

As long as a candidate reaches the required threshold, they can move to the next stage.

After that, companies usually focus much more on:

• interview performance
• communication ability
• logical explanation
• cultural fit
• long-term potential

Therefore, in most cases:

Web Tests are a threshold, not the final evaluation.

4. Consistency Between Test Results and Interview Performance

In the online testing era, another factor that recruiters often observe is consistency.

HR may compare:

• the candidate’s test results
• their logical explanations during interviews

For example, if there is a significant gap between:

• test performance
• problem-solving ability in conversation

experienced interviewers may naturally become cautious.

In some companies, later stages may include:

• simple logic questions
• small written exercises
• additional assessments

These steps are usually intended not to increase difficulty, but to help companies better understand a candidate’s actual thinking process.

5. What Foreign Candidates Should Focus On

If you are planning to work in Japan, three strategies can make Web Tests much easier.

1️⃣ Practice the Question Types

Even a small amount of preparation can significantly improve:

• speed
• familiarity with patterns
• time management

2️⃣ Do Not Aim for a Perfect Score

The goal is not perfection.

The goal is passing the screening threshold.

3️⃣ Focus on the Later Stages

In most cases, the final hiring decision depends much more on:

• interviews
• motivation
• communication ability
• overall fit with the company

rather than the Web Test itself.

Conclusion

In the Japanese hiring process, Web Tests function like an automatic gate.

They do not determine whether a candidate is outstanding.

But they often determine whether the candidate reaches the interview stage.

For foreign professionals, understanding this structure is often more valuable than simply practicing questions endlessly.

Tokyo Asabana｜東京朝花
Founder: Serena He
Nationally Certified Career Consultant / MBA
Education & Career Strategy Consultant for International Residents in Japan
hello@tokyoasabana.com