SK Group will recruit new college graduates from 2022 on a regular basis. University graduate bonds are maintained only until this year. Accordingly, in the future, SKCT will also be held at each subsidiary, making it impossible to see landscapes such as photos. /Hankyung DB
SK Group will completely abolish the regular hiring of new college graduates starting next year and switch to regular hiring. According to the business community on the 26th, SK Group confirmed this policy at a meeting of personnel working-level personnel the previous day. An official from SK Group said, “In order to minimize the confusion of job-prepared students, we have switched to regular hiring in stages, and next year we will not be hiring at all.”
As SK Group introduces full-scale recruitment from next year, only Samsung, POSCO, Nonghyup, Shinsegae, and CJ among the major groups will continue to hire regular college graduates. However, it is expected that companies that have introduced occasional hiring will be hiring a lot in March and September to recruit excellent talent.
As a result of a recent survey of 705 domestic companies on’how to hire new college graduates this year’, the number of companies that responded to public loans dropped by 20%P in two years, dropping to 30.1%. On the other hand, the rate of occasional hiring, which remained at 30.7% at the time of the 2019 survey, rose to 49.9%. 20.0% of respondents said they would be selected through hiring interns.
SK recruits 100% college graduates from next year
On July 25, 2019, SK Group released a press release and announced that it would abolish regular college graduates, and gradually reduce the share of bonds and increase the ratio of regular hiring over the next two to three years. Accordingly, SK Group selected 70% of the total recruitment size last year as public loans. This year, about half of the total is scheduled to be publicly hired. Next year, all affiliates will hire new personnel through frequent hiring.
SK Group previously held’SK Career Spa’, a large-scale recruitment fair, if it toured the country until 2019. In April and September last year, six companies (SK Innovation, SK Telecom, SK Hynix, SK Broadband, SK Magic, and SK C&C) conducted regular hiring twice in the first and second half of the year. The rest of the companies recruited workers from time to time.
Despite Corona 19, companies other than SK C&C conducted an offline written test, SKCT (SK Comprehensive Aptitude Test). An official of SK Group said, “It is only a change in the recruitment method, but the size of the recruitment does not decrease,” and said, “We have not determined the overall recruitment size yet, but we will try to maintain the level of the previous year.”
Recruitment of Hyundai Motor Company·LG·KT·GS
The introduction of occasional hiring was introduced by Hyundai Motor Company first among large companies. Hyundai Motor Company announced that it will abolish public loans in the first half of 2018 and recruit manpower through occasional hiring. The reason for the abolition of bonds was that it was difficult to secure human resources suitable for the future industrial environment where manufacturing and information and communication technology (ICT) converge with the existing bond method. Accordingly, Hyundai Motor Company publishes job postings whenever necessary in each department. There are three types of hiring methods: career, new recruits and hiring interns.
Hyundai Motor Company’s affiliates have also introduced occasional hiring, but they are posting hiring announcements in March and September, which are similar times to regular bonds to secure excellent talent. Hyundai Mobis and Hyundai Glovis also hired new recruits in September last year. Lee Chan, head of the career development center of Seoul National University, said, “If companies familiar with job-seekers hire them at any time, applicants will be crowded, but if B2B (business-to-business) companies hire them at any time, it will be difficult to recruit applicants.”
LG Group also abolished regular hiring twice a year from last year; instead, new employees are selected through hiring-linked internships. The characteristics of LG recruitment can be summarized as hiring affiliates or business divisions, 4-week internships, and online personality tests. Recruitment screening varies according to each company’s needs. For example, in the case of LG Electronics CFO recruitment last year, △Online Personality Test △Online 1st Interview △Health Checkup △Online English Interview △Final Executive Interview △Announcement of Successful Applicants △Applicant Orientation △Internship △Final Employment. KT also abolished public loans from last year and switched to regular and intern employment. However, Hanwha, GS, etc., which introduced occasional hiring, started hiring by affiliates from September to October, when the demand for hiring last year was high.
Samsung “We haven’t discussed the abolition of college graduate bonds”
Samsung, the biggest hand in the college graduate recruitment market, plans to maintain the college graduate recruitment bond (Level 3) for the time being. When asked about the abolition of the college graduate’s bond, a Samsung official said, “We haven’t considered the abolition yet.” Samsung held a college graduate in April, when the first half was delayed by about a month due to Corona 19 last year, and in September as scheduled for the second half. However, it was the first to introduce the online Samsung Job Aptitude Test (GSAT) among the hiring screenings. Samsung is conducting online GSAT not only for third-level college graduates, but also for fourth-level (professional college graduates) and fifth-level (high school graduates) employment.
POSCO and CJ hired new employees twice in the first and second half of last year, and Nonghyup, Shinsegae, and LS conducted regular hiring of college graduates in the second half of last year.
However, due to the advantage of being able to hire the necessary manpower on the fly, the occasional recruitment is expected to expand more and more. One of the personnel in charge of a large company said, “If you try to select a large number of people at once, it is expensive and there are many points that it is insufficient to select competent talent in a timely manner, as it is expensive and has to be verified based on the so-called specifications.” I can see it.”
However, the’two-track method’, which combines regular and occasional recruitment, is expected to be maintained for the time being. A person in charge of personnel at a large company explained, “There is a high possibility that recruitment announcements will rush in March and September, the traditional recruitment season,” and “because there are inevitably many excellent talents among college graduates in February.”
Reporter Gong Tae-yoon [email protected]