An empty bulletin board for employment information of a university in Seoul. yunhap news
– The’bond season’ in March is approaching, but the anxiety of job seekers (recruiters) is great. In the aftermath of the novel coronavirus infection (Corona 19), job search is continuing, and large corporations that have been selecting talent through large-scale regular public loans are switching to frequent recruitment. The job seekers, who are bound to be’Eul’ in the job market, are complaining of difficulties, saying, “After the frequent recruitment expansion, there seems to be a lot of announcements that give preferential treatment to experienced people.”
Recently, the employment platform Job Korea conducted a survey of 813 large companies and small and medium-sized enterprises in Korea on the’recruitment plan for college graduates in the first half’, and 69.4% of the responding companies said that they were’recruiting at any time’. It was found that 56.8% of large companies and 76.9% of small and medium-sized companies are planning to hire on a regular basis. As the economy slows down due to the Corona 19 outbreak, it is analyzed that companies are increasingly prefering to hire on a regular basis over bonds, which are expensive and time-consuming.
Ho-Seok Koo, CEO of Gaonnuri Edu, who works as a job consultant, said, “If bonds were a method of hiring new employees and teaching them to work, the risk of a company is high to stick to bonds in the current situation.” If it was one way to raise it, it would have become more important after Corona 19.”
In the’bond famine’… The job seekers are double
– This trend is more severe for those who are preparing for employment. In fact, it was surveyed that job-prepared students are experiencing difficulties due to the change in their hiring method. According to the results of the’Corona 19 Era Job Search Survey’ conducted by the Korea Chamber of Commerce and Industry of 329 job seekers, 47.4% of respondents answered’company preference for career jobs’ when asked why it was difficult to get a job. In a survey conducted by Job Korea on 911 job seekers with experience applying for new recruits, 7 out of 10 (74.3%) cited’experienced preferential treatment’ as a disadvantage of occasional hiring.
In the online community related to employment, there are stories of experiences that the employment door of first-timers has narrowed due to the’bond famine’. One user said, “It is possible to pass a new recruit in a public bond, but in occasional hiring, a career position with job experience is bound to be advantageous.” Another user said, “If a company recruits personnel mainly for hiring, the damage will be intact to the job seekers,” he said. “Since selecting only a small number of talented people for jobs that require personnel, the difficulty in finding a job will be worse.”
Due to these difficulties, recruitment tips are being actively shared. “For occasional recruitment, it is advantageous to submit the application early unconditionally. When an applicant you like from the management side comes out without notice, it is often closed without notice.” to be.
Mr. A (28), who found a job at an affiliate of a large company through frequent recruitment, said, “The biggest drawback of frequent recruitment is that you cannot know’when the recruitment announcement will pop up’.” You can’t miss it,” he said.
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On December 27 of last year, the National Statistical Office announced that 486,000 were college graduates out of the 2,353,000 “rest” population among the non-economically active population, of which 193,000 were in their 20s to 30s.
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“You need to get job experience rather than spec”
– Experts advise that it is necessary to reduce engagement in bonds and adapt quickly to changes in the job market landscape. One of the HR officials of a large company advised, “Because human resources that can be put into the field have become important, we should prepare for hiring by improving job understanding and gaining relevant experience rather than clinging to accumulating specifications such as certifications.”
CEO Ho-Seok Koo said, “‘Job knowledge’ and’Job competency’ are different,” he said. “Now, the willingness to solve when a job is given and’capability’ is more important than simply job knowledge.” He added, “In the job market, people who are good at coping with changes are needed,” he added. “It is better to find a small part-time job and gain experience to appeal to companies, rather than letting go of the situation that there is nothing that can be done.” .
Reporter Kwon Hye-rim [email protected] 
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