Korea's Auto Industry - Today and Tomorrow - Invest Korea

Korea’s Auto Industry - Today and Tomorrow
Offering Investors a Future-Oriented Optimal Investment Environment
Recruitment (office workers and R&D positions)
A typical hiring method adopted by local manufacturers includes ordinary and extraordinary
recruitment. An annual ordinary recruitment is the typical practice adopted by large-size
manufacturers with 1,000 or more employees. Since the 1997 foreign currency crisis, which
triggered a large-scale restructuring, recruitment began changing to an as-needed basis, instead
of the traditional annual event-like practice.
Recruitment on the Internet. Some major auto parts manufacturers began recruiting their
manpower by advertising the recruitment on the Internet such as Pop-Up, so as to receive the
applications, from time to time.
Recruitment through industry-academic cooperation. Some of the major manufacturers
offer scholarships to college or graduate school students they previously selected to
secure eligible manpower in advance.
Open recruitment via the mass media The most typical practice adopted by the companies
when they need to hire a large number of employees is advertising in daily newspapers,
technical journals or college newspapers.
Recruitment using Search Firms (Head-Hunters). The use of recruitment firms when
hiring workforce specializing in a specific area, or experts in core sectors, or executives, is
becoming increasingly popular.
Recruiting factory workers
Recruiting through schools (vocational or technical, or ordinary high school) The most
commonly applicable recruiting practice adopted by the businesses, which receive the
recommendation on eligible students from the vocational or technical high schools at
company’s request.
Recruiting through vocational centers. The companies at times provide some trainees who
have completed a certain training course at vocation centers with a minimal training program
required for jobsite service, before hiring.
Recruiting through personal recommendation. When requiring unskilled workers,
recommendations are received from existing employees, which is expected to shorten the
recruiting process, as well as relatively quick adaptation to the assignment.
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