Since the end of April, the "Korean wave shock wave" has appeared in the recruitment market, and a large number of Korean companies have launched recruitment activities. The Korean Enterprise Talent Network has held an online job fair since April 21, and held a large-scale on-site recruitment session at the Hongkou Football Stadium on April 29. There were more than 500 positions available that day. Which Korean companies in which regions are recruiting recently? What are the popular positions? What new features will Korean companies recruit in the future? How attractive are Korean companies compared to other companies?

The Yangtze River Delta has a lot of demand

According to incomplete statistics, there are more than 3,000 Korean-owned companies in the entire Yangtze River Delta region, and nearly a thousand are located in Shanghai. A number of well-known brands such as LG Electronics, Samsung, Beijing Hyundai, Hankook Tire, Emart Supermarket, and Hynix Semiconductor have become deeply rooted in the hearts of the people. Korean companies’ investment in China involves the automotive industry, textile and clothing processing trade, IT and electronic products, household appliances, chemical industry, etc.

In the past year or two, the Korean-funded enterprises that have developed the most rapidly are concentrated in IT, electronics, semiconductor integrated circuits and other industries. These are also the industries where Korean companies currently have the most job opportunities. Recently, recruitment by Korean companies has been concentrated in these fields, and most of them are located in the Yangtze River Delta region, such as LG Electronics (Nanjing) Plasma Co., Ltd., Samjin Optoelectronics (Suzhou) Co., Ltd., Diai Semiconductor (Suzhou) Co., Ltd., Dong and Optoelectronics (Suzhou) Co., Ltd. Ilite Optoelectronics (Wuxi) Co., Ltd., Costtech Semiconductor (Suzhou) Co., Ltd., etc.

The in-demand recruitment positions are concentrated in four categories

Judging from the current positions of various recruitment companies, there are four categories of talents that are in short supply:

1. Korean +IT talents: Whether it is an IT-Korean-owned enterprise or the IT department of various enterprises, the demand for IT engineers is indispensable. Most companies require applicants to have more than 3 years of work experience and a computer professional background or work background. Candidates who can speak Korean will be given priority.

2. Korean + technical talents: The technology here refers specifically to machinery, electronics, chemical industry, especially semiconductor microelectronics talents. A large number of Korean semiconductor companies are concentrated in Wuxi, Kunshan, Nanjing, Suzhou and other places, and the demand for related talents is very strong. Generally, applicants are required to graduate from electronics, physics and other related majors, have certain work experience and understand Korean.

3. Human resources management talents: Korean companies used to mostly use local Korean talents to engage in human resources and general affairs work in order to facilitate language communication. However, as the company expands, Korean companies find that native-speaking talents lack understanding of China's local personnel policies, so they are increasingly recruiting professionals in China to engage in senior personnel management. Of course, those who are proficient in Korean are preferred. For example, large companies under the Samsung Group have recently been recruiting a variety of personnel, including HR, due to new business needs.

4. Financial management talents: such as financial manager and other positions. Since most of the owners of Korean companies are Koreans, in order to avoid accuracy deviations caused by translation of financial issues, financial managers are required to have more than 5 years of relevant work experience and financial management capabilities, and are also specifically required to be familiar with Korean.

In addition, several Korean trading companies have considerable demand for general positions such as logistics, foreign trade documentation, procurement, customer management, and even cashiers and clerks.

The Korean-funded retail industry is “showing off” and “showing off”

On April 29, the person in charge of Donate Human Resources Company, one of the organizers of the job fair, attended the "Korean Enterprises Special" He told reporters at the "Job Fair" that although the overall talent demand of Korean-owned companies in the IT and retail industries concentrated in Shanghai is flat, more Korean companies will enter the local retail industry in the future, which will create further demand for management talents.

This Korean source revealed that the talent needs of Korean companies in the Yangtze River Delta region show different regional differences according to different industrial layouts. For example, Suzhou, Wuxi, and Zhangjiagang, where Korean companies are concentrated, have corresponding demands for talents in the electronics, chemical fiber, semiconductor, steel, and chemical industries respectively. In Shanghai, due to the concentration of trade representative offices or offices that are regional headquarters of Korean companies, the supply and demand for marketing or sales talents is the strongest.

Not only that, there are certain seasonal differences in the recruitment of Korean companies. The peak of recruiting technical talents is before the Spring Festival. In the early summer, the demand will be concentrated on positions that require certain Korean language skills, such as personnel and administration. , general affairs personnel, etc.

Three key points of Korean companies' "talent retention policy"

The current strategy of Korean companies to attract talents has three key points:

The first is training. Training is the "welfare" that Korean-funded enterprises are most proud of and the most attractive to talents. Korean-funded enterprises generally have a complete training system. After entering the company, employees will be arranged to receive training in the company's training center. The company strictly implements the regulations that employees must undergo training before they can take up the job. Other courses such as online training, department training, and performance appraisal training are also complete, allowing employees to learn while working, update their knowledge, and improve their skills.

The second is the employment system. In the past, there were similarities between Korean and Japanese companies in employing people, that is, "based on seniority and longevity." Nowadays, the situation has changed. Many companies have broken the traditional promotion method. Employees with ability and performance can be promoted quickly, and companies give them a stage to give full play to their abilities.

The third issue is salary. The reporter learned from the interview that Korean-funded companies are currently relatively "generous" in terms of salary packages.

The annual income of undergraduate students is generally not less than 30,000-40,000 yuan; experienced talents are paid higher; and the salaries of general positions such as trade and administration are also more competitive than other types of companies. A survey data shows that the salary package of Korean-owned enterprises is currently at the middle level of the market: 4,000-8,000 yuan/month for manager-level employees and 2,000-4,000 yuan/month for ordinary employees, and the salary increase is also relatively large. Salary benefits for companies in different industries will differ to some extent, and sometimes even vary greatly.