GROW: USİNG AI TO SCREEN HUMAN
INTELLİGENCE
Aditi Pandey - N406 (80012400041)
Santhoshi - N445 (80012400403)
Background
Founder: Masahiro Fukuhara, CEO of Institution for a Global
Society (IGS), Tokyo
Background: Former Managing Director at Barclays Global
Investors; experience in quantitative investing
Vision: Apply data-driven decision-making to human talent
evaluation
Launch: GROW app – a mobile platform using AI to evaluate
competencies and personality traits for recruitment
What is GROW?
Mobile App (iOS & Android) with two components:
1. Competency Assessment – Peer feedback on 25 specific
skills
2. Personality Assessment – Gamified Implicit Association
Test (IAT)
Unique Feature: AI algorithms analyze all data points to
improve hiring predictions over time
Goal: Replace subjective hiring intuition with scientific,
data-based insights
How GROW Works
[Link] Assessment
Peers evaluate candidates on skills like creativity, teamwork, problem-
solving
Uses 3 targeted questions per competency and a 4-point rubric (no
neutral option)
2. Personality Assessment
Gamified IAT reveals personality traits and biases
Based on Big Five personality traits
3. AI Analysis
Machine learning adjusts weight of each evaluation based on evaluator’s
reliability, consistency, and network
Produces Total Score and Confidence Score for each candidate
Benefits for Employers
Handles large application volumes efficiently
Surfaces hidden talent that traditional methods might overlook
Provides clear, data-backed hiring justifications
Enhances employer brand among students
Case Example 1: Septeni Holdings
Problem: In-person group interviews excluded non-Tokyo
candidates and relied on single-day performance
GROW Solution: Replaced group interviews with AI-based
assessments
Results:
1. Doubled talent from outside Tokyo
2. 90% reduction in processing effort
3. Four-fold increase in acceptance rate of job offers
Case Example 2: All Nippon Airways
Problem: Risk of missing high-potential leaders due to early
screening cuts
GROW Solution:
1. Scored candidates on competencies and personality
2. Plotted Total Score vs. Confidence Score
3. Invited high-scoring “hidden talent” to interviews
Results: Discovered top performers that traditional screening
would have missed
Case Example 3: Mitsubishi Corporation
Problem: Wanted to expand the pool of high-quality managerial
candidates
GROW Solution:
1. Defined “ideal” employee profile
2. Used social graph to identify peers of ideal candidates who had not
applied
3. Invited them to information sessions
Results: Attracted candidates with offers from top firms like Google
and Goldman Sachs
Achievements & Impact
Users grew from 2,000 (2016) to 74,000 (2017)
Clients included major corporations (Mitsubishi, ANA,
Rakuten, AXA, METI)
Enhanced efficiency, reduced costs, and improved diversity
in hiring
Challenges & Decisions Ahead
Should Fukuhara guide clients on best practices to avoid
misuse of GROW?
Should AI override client preferences if data shows better
success profiles?
How far should AI go in making human hiring decisions?
Balancing data-driven accuracy with client control
Key Takeaways
AI can significantly improve recruitment efficiency and quality
GROW helps uncover talent invisible to traditional hiring
methods
Ethical and strategic questions arise when AI becomes more
intelligent than human decision-makers
Thank you