Since 1980, Korean society has entered the era of an evolving industry, Korean corporations began to step up their business management activities both at the local and foreign markets. The first area that large corporations apply to improve human resource management capacity was the talent selection system, which is the most necessary system to improve and bring efficiency to the business. Therefore, human resources with a business scale are expanding rapidly. the recruitment principles began to appear more advanced by the process of changing the recruitment model of large Korean companies that had been developed since the 1980s and compared is analyzed their characteristics over time. The main purpose of this recruitment study is to classify by era, environment and characteristics, development process, and university graduates as the main subject of the study. In this study, there are typical methods, handwritten method, interview method, and personnel image which were developed since 1980 and approached by comparison and analysis is to systematize the recruitment models of Korean corporations according to the era, industrial environment, and characteristics, and composition. The establishment of private information data of the open recruitment culture leads to the expansion and development of the recruitment culture, which acts as an external factor driving the company's recruitment model. The subjects of recruitment culture are corporations but directly related to the components are universities, and job seekers are the subjects of professional culture and employent culture. Recruitment in large companies has been standardized since 1980 showing a systematization phenomenon, values and beliefs are mentioned, institutional rules, norms, customs, etc.
-The labor market in the 1980s was a period of the rapid economic downturn at home and abroad, a period when the employment environment for university graduates had become less. The labor competitiveness of companies weakens and the working environment becomes more vulnerable. Traditional occupations have been replaced by science and technology professions. Economic democratization leads to more serious labor competition. to adapt to the environment and cope with the increasing number of enrollments due to the implementation of the university graduation quota regime, large corporations have introduced a new method of recruiting personnel and have been adopted by large companies such as Samsung. Hyundai · LG. apply. Writing and interviewing are the most common screening methods used by these corporations to recruit employees and select English as the official language, Samsung also adds personality tests, and SK uses method of assessing intelligence in English and aptitude test. As a result, all university graduate job seekers entering the Korean labor market in the 1980s showed a common pattern of putting all their efforts into English and major exams. In addition, group interviews have been widely adopted. Samsung conducted a group interview and panel discussion, Hyundai and LG conducted a group interview, and SK conducted a keynote interview with executives. operating. Although there are some differences between some major companies in interviewing methods, most companies test job seekers in the form of group interviews rather than individual interviews. This simple interview method is the common interview method of large Korean companies before the MF system, however, this simple interview method has been changed to a multi-dimensional interview method after the MF system. IMF, and accordingly, the screening method and spelling also vary. furthermore is character and talent requirements. for example, Samsung's talent had to be assessed as dynamic, practical, responsible, and cooperative; Hyundai is ambitious and willing to be ambitious, healthy body and enterprising spirit; Dynamic, developing, and harmonious talent, SK embodies the enthusiastic spirit, proactive talent, and rational/practical talent.
-1990s Korea's economy-focused industries such as semiconductors, information and communications, automotive electronics, steel and shipbuilding - IMF system, job market, and career cultural transformation. Large corporations have begun to restructure. The unemployment of college graduates' situation was more serious because they had not been able to adapt to it. The 1990s was an era when changes in the economic environment at home and abroad had a significant impact on Korean business society, and at the same time, the recruitment model of large corporations was also reformed. the method of recruitment through the written test was abolished. This is because the written test has many limitations in selecting the desired outstanding talent in the digital age. Samsung since 1995. Major companies such as Hyundai, LG, and SK have eliminated all existing written tests and introduced a job competency test to re-evaluate newcomers. The emergence of the IMF system has shown a drastic change in the work culture and taken the culture of public recruitment as the starting point. With the outbreak of the IMF crisis in late 1997, the job market for university graduates in South Korea plummeted. the old selection methods have been replaced by the catch-type 'net recruitment' method. The core purpose of this approach is that the company 'picks' and 'only' selects 'a few perfect people’ and focuses only on 'special talent'. This leads to a rapid increase in the number of unemployed university graduates.
-The 2000s Digital economy era, growth of knowledge-based service industry, etc. Higher education, aging population, higher wages, the growing female population of economically active women, accelerating the instability of employment work in an active market With the policy of labor market flexibility, the problem of irregular labor has quickly become a social problem, establishing the concept of life-long work, accelerating the phenomenon of occupational specialization. In the 2000s, a new Interview System was developed. 'recruiting interns' can be seen as a feature of the recruitment model that appeared in the 2000s. Large corporations are using a flexible operating strategy to plan and time to attract talent in the year, while recruiting permanent and interns. As the number of internships increases, so do job opportunities for job seekers. In the case of Samsung, job seekers prefer the internship from the 2nd semester of the 3rd year, as it will be faster and more convenient if you have enough skills and abilities! What is remarkable about the admissions method in the 2000s is that the TOEIC test is specifically the TOEIC-Speaking section this trend is forming until the second half of 2012, 90% of the big companies had required to have the TOEIC certificate. besides, a competency interview is a method of an in-depth assessment of an individual's qualifications and it is an interview that tests the overall abilities and potential of the individual as well as the job for which the job seeker has applied. In particular, understanding and prior knowledge of the job for which the job seeker is applying is a very important assessment objective, so it is the area that is most focused on by companies and job seekers. Another feature that emerged in the recruitment model of the 2000s was the diversity of recruitment channels. On-campus recruitment is the most common recruitment method used by large corporations, and it is a method of selecting a university group preferred by the recruitment company, and then personally visiting and selecting personnel through a company briefing and on-site consultation.
When recruitment culture and open recruitment culture appeared simultaneously in the 1980s, this is an era of great significance as a turning point in the change of recruitment patterns of large corporations. Because at this time the culture of public recruitment and group recruitment is widely adopted. However when the number of recruitments from each affiliate is counted and sent to the planning office of the group, they are selected into the regular recruitment schedule in the second half of the first half of the year, and the number of employees is allocated to each affiliate again. due to this since large-scale recruitment was done through that form of recruitment, the recruitment took up a lot of time and the selection of talent was limited. In the 1990s, the trainee system, which was The quality selected during the human resource screening process began to spread rapidly into the society of large corporations in Korea when the Daewoo Group replaced all recruitment of new personnel with an intern system. The internship system lasted until the 2000s, when the intern system was converted to intern recruitment, and more recently used entirely as a new employee recruitment system. Looking at the differences between the internship system in the 1990s and the 2000s, in the former case a significant number of high school students participating in winter and summer internships were accepted. but only some students were hired. Hence, in the case of new job seekers joining companies through internships, it is difficult for them to ensure that they succeed in such a fiercely competitive environment. The trend of changing interview methods since the 1980s has been developed into a trend of a single interview, multiple interviews. The single interview conducted by large companies in the 1980s was a suitable system for evaluating a large number of talent in a short time, and in the 1990s, giving multiple interviews was It is inevitable because it is necessary to evaluate talent from many different perspectives in order to evaluate digital talent. Especially, in the 2000s, when the enterprise organization became larger, the recruitment method was completely changed according to each field of work, the interview method was developed in a very complex form and require to had more depth. Must consider and evaluate comprehensively not only personality, but also professional knowledge, personal capacity, suitability for the job. Samsung is the company that has had the biggest influence on the interview method, which has been a part of the Korean public recruitment culture since the 1980s. In July 1995, Samsung also introduced a presentation interview. while declaring an open interview. The presentation interview in which the external interviewer participates is an active interview that can show the characteristics of the candidate and is characterized by being able to comprehensively demonstrate knowledge and experience. , aspiration and passion in the assessment process. Korea's corporate environment in the 2000s has developed in the form of informationization, globalization, creativity, and knowledge. The job competency test has become so popular that it is adopted by most large corporations. The nature of the job ability test has also evolved into a broader and more in-depth comprehensive job ability test that can comprehensively assess basic competencies, job. This work and personality is becoming popular.
Since 1980, Korean society has entered the
era
of an evolving industry, Korean
corporations
began to step up their
business
management activities both at the local and foreign markets. The
first
area that
large
corporations
apply to
improve
human resource management capacity was the
talent
selection
system
, which is the most necessary
system
to
improve
and bring efficiency to the
business
.
Therefore
, human resources with a
business
scale are expanding
rapidly
.
the
recruitment
principles began to appear more advanced by the
process
of changing the
recruitment
model
of
large
Korean
companies
that had been
developed
since the 1980s and compared
is analyzed
their
characteristics
over
time
. The main purpose of this
recruitment
study is to classify by
era
,
environment
and
characteristics
, development
process
, and
university
graduates
as the main subject of the study. In this study, there are typical
methods
, handwritten
method
,
interview
method
, and
personnel
image which were
developed
since 1980 and approached by comparison and analysis is to systematize the
recruitment
models
of Korean
corporations
according to the
era
, industrial
environment
, and
characteristics
, and composition. The establishment of private information data of the open
recruitment
culture
leads to the expansion and development of the
recruitment
culture
, which acts as an external factor driving the
company
's
recruitment
model
. The subjects of
recruitment
culture
are
corporations
but
directly
related to the components are
universities
, and
job
seekers
are the subjects of professional
culture
and
employent
culture
.
Recruitment
in
large
companies
has
been standardized
since 1980 showing a systematization phenomenon, values and beliefs
are mentioned
, institutional
rules
, norms, customs, etc.
-The
labor
market
in the 1980s was a period of the rapid economic downturn at home and abroad, a period when the employment
environment
for
university
graduates
had
become
less. The
labor
competitiveness of
companies
weakens and the working
environment
becomes
more vulnerable. Traditional occupations have
been replaced
by science and technology professions. Economic democratization leads to more serious
labor
competition.
to
adapt to the
environment
and cope with the increasing
number
of enrollments due to the implementation of the
university
graduation quota regime,
large
corporations
have introduced a
new
method
of recruiting
personnel
and have been
adopted
by
large
companies
such as Samsung. Hyundai · LG. apply. Writing and interviewing are the most
common
screening
methods
used
by these
corporations
to recruit employees and select English as the official language, Samsung
also
adds
personality
tests
, and SK
uses
method
of assessing intelligence in English and aptitude
test
.
As a result
, all
university
graduate
job
seekers
entering the Korean
labor
market
in the 1980s
showed
a
common
pattern of putting all their efforts into English and major exams.
In addition
,
group
interviews
have been
widely
adopted
. Samsung
conducted
a
group
interview
and panel discussion, Hyundai and LG
conducted
a
group
interview
, and SK
conducted
a keynote
interview
with executives.
operating
. Although there are
some
differences between
some
major
companies
in interviewing
methods
, most
companies
test
job
seekers
in the
form
of
group
interviews
rather
than individual
interviews
. This simple
interview
method
is the
common
interview
method
of
large
Korean
companies
before
the MF
system
,
however
, this simple
interview
method
has been
changed
to a multi-dimensional
interview
method
after the MF
system
. IMF, and
accordingly
, the screening
method
and spelling
also
vary.
furthermore
is character and
talent
requirements.
for
example, Samsung's
talent
had to
be assessed
as dynamic, practical, responsible, and cooperative; Hyundai is ambitious and willing to be ambitious, healthy body and enterprising spirit; Dynamic, developing, and harmonious
talent
, SK embodies the enthusiastic spirit, proactive
talent
, and rational/practical
talent.
-1990s
Korea's economy-focused industries such as semiconductors, information and communications, automotive electronics, steel and shipbuilding
-
IMF
system
,
job
market
, and career cultural transformation.
Large
corporations
have begun to restructure. The unemployment of college graduates' situation was more serious
because
they had not been able to adapt to it. The 1990s was an
era
when
changes
in the economic
environment
at home and abroad had a significant impact on Korean
business
society, and at the same
time
, the
recruitment
model
of
large
corporations
was
also
reformed.
the
method
of
recruitment
through
the written
test
was abolished
. This is
because
the written
test
has
many
limitations in selecting the desired outstanding
talent
in the digital age. Samsung since 1995. Major
companies
such as Hyundai, LG, and SK have eliminated all existing written
tests
and introduced a
job
competency
test
to re-evaluate newcomers. The emergence of the IMF
system
has shown a drastic
change
in the
work
culture
and taken the
culture
of public
recruitment
as the starting point. With the outbreak of the IMF crisis in late 1997, the
job
market
for
university
graduates
in South Korea plummeted.
the
old
selection
methods
have
been replaced
by the catch-type 'net recruitment'
method
. The core purpose of this approach is that the
company
'picks' and '
only
' selects 'a few perfect
people
’ and focuses
only
on 'special talent'. This leads to a rapid increase in the
number
of unemployed
university
graduates.
-The 2000s Digital economy
era
, growth of knowledge-based service industry, etc. Higher education, aging population, higher wages, the growing female population of
economically
active women, accelerating the instability of employment
work
in an active
market
With the policy of
labor
market
flexibility, the problem of irregular
labor
has
quickly
become
a social problem, establishing the concept of life-long
work
, accelerating the phenomenon of occupational specialization. In the 2000s, a
new
Interview
System
was
developed
. '
recruiting
interns' can be
seen
as a feature of the
recruitment
model
that appeared in the 2000s.
Large
corporations
are using a flexible operating strategy to plan and
time
to attract
talent
in the year, while recruiting permanent and
interns
. As the
number
of internships increases,
so
do
job
opportunities for
job
seekers
. In the case of Samsung,
job
seekers
prefer the internship from the 2nd semester of the 3rd year, as it will be faster and more convenient if you have
enough
skills
and
abilities
! What is remarkable about the
admissions
method
in the 2000s is that the
TOEIC
test
is
specifically
the
TOEIC-Speaking
section this trend is forming until the second half of 2012, 90% of the
big
companies
had required to have the
TOEIC
certificate.
besides
, a
competency
interview
is a
method
of an in-depth assessment of an individual's qualifications and it is an
interview
that
tests
the
overall
abilities
and potential of the individual
as well
as the
job
for which the
job
seeker
has applied.
In particular
, understanding and prior
knowledge
of the
job
for which the
job
seeker
is applying is a
very
important
assessment objective,
so
it is the area
that is
most focused on by
companies
and
job
seekers
. Another feature that emerged in the
recruitment
model
of the 2000s was the diversity of
recruitment
channels. On-campus
recruitment
is the most
common
recruitment
method
used
by
large
corporations
, and it is a
method
of selecting a
university
group
preferred by the
recruitment
company
, and then
personally
visiting and selecting
personnel
through
a
company
briefing and on-site consultation.
When
recruitment
culture
and open
recruitment
culture
appeared
simultaneously
in the 1980s, this is an
era
of great significance as a turning point in the
change
of
recruitment
patterns of
large
corporations
.
Because
at this
time
the
culture
of public
recruitment
and
group
recruitment
is
widely
adopted
.
However
when the
number
of
recruitments
from each affiliate
is counted
and
sent
to the planning office of the
group
, they
are selected
into the regular
recruitment
schedule in the second half of the
first
half of the year, and the
number
of employees
is allocated
to each affiliate again.
due
to this since large-scale
recruitment
was done
through
that
form
of
recruitment
, the
recruitment
took up
a lot of
time
and the selection of
talent
was limited
. In the 1990s, the trainee
system
, which was The quality selected during the human resource screening
process
began to spread
rapidly
into the society of
large
corporations
in Korea when the Daewoo
Group
replaced all
recruitment
of
new
personnel
with an
intern
system
. The internship
system
lasted until the 2000s, when the
intern
system
was converted
to
intern
recruitment
, and more recently
used
entirely
as a
new
employee
recruitment
system
. Looking at the differences between the internship
system
in the 1990s and the 2000s, in the former case a significant
number
of high school students participating in winter and summer internships were
accepted
.
but
only
some
students
were hired
.
Hence
, in the case of
new
job
seekers
joining
companies
through
internships, it is difficult for them to ensure that they succeed in such a
fiercely
competitive
environment
. The trend of changing
interview
methods
since the 1980s has been
developed
into a trend of a single
interview
, multiple
interviews
. The single
interview
conducted
by
large
companies
in the 1980s was a suitable
system
for evaluating a
large
number
of
talent
in a short
time
, and in the 1990s, giving multiple
interviews
was It is inevitable
because
it is necessary to evaluate
talent
from
many
different
perspectives in order to evaluate digital
talent
.
Especially
, in the 2000s, when the enterprise organization became larger, the
recruitment
method
was completely
changed
according to each field of
work
, the
interview
method
was
developed
in a
very
complex
form
and require to had more depth.
Must
consider and evaluate
comprehensively
not
only
personality,
but
also
professional
knowledge
, personal capacity, suitability for the
job
. Samsung is the
company
that has had the biggest influence on the
interview
method
, which has been a part of the Korean public
recruitment
culture
since the 1980s. In July 1995, Samsung
also
introduced a presentation
interview
.
while
declaring an open
interview
. The presentation
interview
in which the external interviewer participates is an active
interview
that can
show
the
characteristics
of the candidate and
is characterized
by being able to
comprehensively
demonstrate
knowledge
and experience.
,
aspiration and passion in the assessment
process
. Korea's corporate
environment
in the 2000s has
developed
in the
form
of
informationization
, globalization, creativity, and
knowledge
. The
job
competency
test
has
become
so
popular that it is
adopted
by most
large
corporations
. The nature of the
job
ability
test
has
also
evolved into a broader and more in-depth comprehensive
job
ability
test
that can
comprehensively
assess basic
competencies
,
job
. This
work
and personality is becoming popular.
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