Introduction

South Korea, country in East Asia. It occupies the southern portion of the Korean peninsula. The country is bordered by the Democratic People’s Republic of Korea (North Korea) to the north, the East Sea (Sea of Japan) to the east, the East China Sea to the south, and the Yellow Sea to the west; to the southeast it is separated from the Japanese island of Tsushima by the Korea Strait. South Korea makes up about 45 percent of the peninsula’s land area. The capital is Seoul (Sŏul).

South Korea has a population of 51,418,100 people, with 81.4% living in urban areas and an annual the rate of urbanization of 0.3% (CIA, 2019). In the early 1960s, South Korea’s economy was mostly agricultural and had a very low level of GDP per capita (Bamber, 2015).  Through a policy of export-oriented industrialization, a series of economic development plans rapidly transformed the nation.

This led to great success: with annual export growth of 30% and annual GDNP growth of more than 8% (Bamber, 2015), South Korea gained entry into the Organization for Economic Co-operation and Development (OECD) in 1997 (CIA, 2019). The government’s policies were responsible for determining how financial capital would be allocated and how industrial technologies would be applied. This promoted chaebol (conglomerates) as partners of its development, such as Hyundai and Samsung (Bamber, 2015). These chaebol continue to hold dominant positions in Korea’s economic structure today.

Economic and Social Development

South Korean society underwent an equally rapid transformation after the Korean War. The population more than doubled between the end of the war and the turn of the 21st century. Simultaneously, modern education developed rapidly, again with considerable government involvement but also because of the resurgence of the Korean people’s traditional zeal for education after decades of repression during the Japanese occupation period (1910–45). The growth of educational institutions and of commercial and industrial enterprises in and around South Korea’s major cities attracted an increasing number of rural people to urban areas. Seoul, in particular, grew some 10-fold to about 10 million people between the end of World War II and the early 21st century. There was a corresponding growth in communications media, especially newspaper and magazine publishing. An ambitious program was also undertaken to expand and modernize the country’s transportation infrastructure.

The most conspicuous social change in South Korea, however, was the emergence of a middle class. Land reform carried out in the early 1950s, together with the spread of modern education and the expansion of the economy, caused the disappearance of the once-privileged yangban (landholding) class, and a new elite emerged from the ranks of the former commoners. Another significant social change was the decline of the extended-family system: rural-to-urban migration broke traditional family living arrangements, as urban dwellers tended to live in apartments as nuclear families and, through family planning, to have fewer children. In addition, women strenuously campaigned for complete legal equality and won enhanced property ownership rights. Women also won the right to register as a head of family in a new family register system (hojŏk) that took effect in 2008. Under the old system only men could register as family heads; thus, children were legally part of the father’s family register, not the mother’s. The new system increased women’s legal standing in, among other things, divorce and child-custody cases. This system also granted adopted and stepchildren rights that were equal to those of biological children—for example, in matters of inheritance.

Recruitment Practice

Wages and Compensation

Although salaries for Korean professionals are generally lower than those for their American counterparts, they have been increasing over the past few years. Top employees and expatriates remain expensive, particularly with the appreciation of the Korean won when compared to the U.S. dollar. While many large Korean companies pay a bonus equivalent to one month’s salary four times a year, the practice is less commonly observed by foreign firms. In addition, some foreign companies prefer to provide incentive-based bonuses.

Other Benefits

Korea’s Medical Insurance Act requires all companies to offer health insurance coverage for their employees. Coverage packages generally include inpatient, outpatient, nursing and funeral expenses, with employees generally making a co-payment of about 20 percent of the total amount. However, the Korean government does not mandate companies to implement a sick leave policy, so firms are left to determine their own sick leave policies.

Under Korea’s employment insurance system, full-time and part-time employees who work more than 15 hours a week receive unemployment and disability benefits, which are funded—at least in part—by employers and workers’ contributions totaling about 0.5 percent of the workforce’s monthly salary.

In addition, under Korea’s “national pension law,” employers and employees each contribute 4.5 percent of monthly salary to a retirement fund. Payout at retirement usually depends on years of service, monthly income and number of dependents.

HR Regulations Update

Work Visas for Ethnic Koreans, Immigration: In June 2006, Korea’s new H-2 visa was introduced for Koreans who were of foreign nationality. The H-2 visa was enacted to make it easier for companies to hire ethnic Koreans in construction and service jobs, and allows those Koreans to freely enter and leave the country for three years, and switch jobs without changing visas. In addition, Korea’s immigration policy allows foreigners to work in the country on a case-by-case basis. Foreigners generally occupy senior level positions and are relatively more expensive to hire.

Pension System Reforms: Because of Korea’s rapidly growing population of seniors, reform of the pension system is likely to be implemented between 2010 and 2020, which will likely lead to increased contributions by both employers and employees from the current combined 9 percent of monthly wages to12 or 13 percent. It will also lead to a reduction of post-retirement pension payments from 60 percent of the beneficiary’s former salary, to 50 percent of the beneficiary’s former salary, and the benefits cut is expected to continue with payments eventually dropping to 40 percent of the beneficiary’s former salary.

Increased Health Care Premiums: Pensions are not the only benefit affected by the increase of the senior population; in 2007 the national health insurance premiums increased by about 6.5 percent over the 2.2 percent contribution previously made by employers and employees.

WorkWeek, Overtime Policy: In July 2007, all employers in Korea with at least 30 employees transitioned from a work week of 44 hours per week to 40 hours per week, requiring blue-collar workers to be paid for all hours worked beyond the regular workweek. However, full implementation of the reduction in weekly working hours has been difficult because of the country’s hierarchical mindsets and traditional work ethic. Generally, if bosses or older colleagues have not left the office for the day, subordinates and younger colleagues will not leave the office either. Even though there are arguments that longer hours do not necessarily mean higher productivity, the situation is still well entrenched at many workplaces.

Labor Relations

Korea’s labor unions have a reputation for militancy with the Institute of Management Development ranking Korea last among 61 countries in terms of competitiveness of labor relations. In addition, more workdays per year have been lost to labor disputes in Korea than in any other developed country. Both General Motors and Carrefour have experienced costly strikes in recent years and the unstable labor environment has caused companies such as FedEx and DHL to choose China over Korea for their regional hubs. Such actions have increased Koreans’ awareness that continued activity by the labor unions might erode Korea’s competitiveness. However, despite vocal calls to curb the militant nature of the unions, little headway has been made. Some who are sympathetic to Korea’s labor situation say industrial relations are not the sole factor in making foreign investment decisions; a country’s political and institutional stability, quality of human resources systems, market size and the possibility of exporting to neighboring countries are all influencing factors in locating an operation.

Recruiting Strategies

Relationships and Networking: One common method of recruitment in Korea is based on relationships and networking. Family members, relatives, friends and alumni are often good sources for referrals and recruitment. Koreans are generally interested in opportunities for career advancement and development, therefore, foreign firms recruiting Koreans should make growth potential and other career opportunities clear to prospective employees. In addition, although lifetime employment is not as common in Korea as it is in Japan, the concept is still very attractive to many Koreans.

Campus Recruiting: Another common method of recruitment is for companies to participate at top Korean universities’ student recruitment, which generally occurs twice per year. The top three universities are collectively known as “SKY” for Seoul National University, Korea University and Yonsei University.

Internet Recruiting: Another method used is online recruiting, with the most popular recruiting web sites being http://www.jobkorea.co.kr, http://kr.dir.yahoo.comand http://www.koreajoblink.com. Internet recruiting is generally more successful in hiring entry-level candidates, because young Koreans are among the most wired and Internet-savvy in Asia. However, when hiring for senior positions, companies should use more conventional approaches such as “headhunting” and advertising in specialized trade and professional publications.

Recruiting Trends

Korea’s workforce is hi​ghly educated, and the pursuit of post-graduate degrees by Koreans is one of the highest in the region. Many graduates and post-graduates are ambitious and driven and have high career expectations.

Focus on Fresh Graduates: A recruiting trend among Korean companies is to hire employees based primarily on their age and inexperience in the working world. Companies have indicated that they would hire only new graduates and would not even consider those who had graduated two to three years earlier, based on the belief that fresh graduates are easier to train, are more creative, can learn and grow more quickly and are capable of offering many years of service to the company.

Women in the Workforce: Despite being perceived as one of the most male-oriented societies in Asia, Korea has witnessed an increase in the participation of women in the workforce. Women now constitute a record 42 percent of the workforce and fill 60 percent of new jobs in the financial sector, and 30 percent of positions in the field of information technology. In addition, more women are holding senior managerial and executive positions in Korean companies. Although there is still some discrimination against women in the workplace, employers have generally realized the benefits of hiring women, and many firms are actively recruiting and working to retain highly qualified females.

Selection Process

WHAT TO EXPECT OF THE RECRUITMENT PROCESS


STAGE ONE: CAREER OPPORTUNITY AND APPLICATION
Identify the role that best suits your qualifications and career aspirations and submit your CV and covering letter online.

STAGE TWO: INITIAL TELEPHONE INTERVIEW
If your profile matches what we are looking for, a member of our recruitment team will contact you. If necessary, an initial telephone interview will be arranged to enable us to find out more about you.

STAGE THREE: FIRST-ROUND INTERVIEWS
If we consider that you are a potential candidate for the position, you will be invited to attend face-to-face interviews. Conducted by a panel, including the hiring manager, this interview helps us to understand your career interests, educational background, skills, competencies and experience, as well as what motivates you to succeed at work.

STAGE FOUR: ASSESSMENTS
We may invite you to participate in a psychometric assessment which allows us to better understand your motivation and how you behave at work.

STAGE FIVE: SECOND-ROUND INTERVIEWS
If you successfully complete the first round, you will be invited to participate in a second interview. These interviews will enable both you and SGS to assess the potential for future collaboration and for you to get an additional insight into what working with us is like.

REFERENCE CHECK
We will ask your referees to answer questions about your previous work performance, your skills and behavior at work.

SELECTION DECISION AND OFFER
Our selection panel will identify the most qualified candidate for the post. Once you have been selected for the role, your HR representative will send you an employment offer and answer any questions you may have.

If you are unsuccessful, do not be discouraged, your qualifications may well match other job openings in future, and we invite all previous applicants to check this site frequently for new career opportunities.

Miscellaneous Information

Did you know?

  • Male citizens 18-35 years old are required to complete at least 21 months of military service.
  • Babies are considered one year old at birth in South Korea.
  • In 2015, South Korea ranked third highest globally in cosmetic procedures per capita.
  • South Korea had the fastest internet connectivity globally in 2017.
  • Many workers come from neighbor countries, such as China, Vietnam and Philippines, in order to bridge the gap of blue-collar workers’ shortage.

Bibliography

Ames Gross and Andrew Connor, P. (2018, April 11). HR, Recruiting Trends in South Korea. Retrieved October 23, 2020, from http://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/hr,recruitinginsouthkorea.aspx

Recruitment Process. (n.d.). Retrieved October 23, 2020, from https://www.sgsgroup.kr/en/our-company/careers/recruitment-process

South Korea Hiring & Recruitment Outsourcing: Global PEO Hiring Services for South Korea. (2020, October 26). Retrieved October 23, 2020, from https://www.globalization-partners.com/globalpedia/south-korea-employer-of-record/hiring/

South Korea. (2020, October 22). Retrieved October 23, 2020, from https://www.britannica.com/place/South-Korea