A, a 29-year-old engineer at a South Korean conglomerate, recently applied for SK Hynix’s “Junior Talent” career recruitment program and is now awaiting the results. “I decided to make a career move because there have been ongoing talks about organizational restructuring, and I didn’t feel aligned with the company culture,” he said. “Even though I only have three years of experience, I’m aiming for a new position where I can leverage my current skills and potentially secure a higher salary.”
SK Hynix’s experienced hire program has targeted employees with two to four years of experience for the past three years. “This year, we had thousands of applicants competing for positions, which we’re filling in the triple digits,” an SK Hynix representative said. “We’re seeing an unprecedented number of younger applicants this year.”
This trend marks a significant shift in the hiring practices of large corporations in Korea. Just a few years ago, companies favored candidates with at least five years of experience, valuing proven on-the-job expertise. Job seekers also felt they needed at least five years of experience to assess their standing and work environment before switching jobs.
Nowadays, candidates with less than five years of experience are in the highest demand in the job market. Younger workers no longer view jobs as lifelong commitments and are more open to changing positions, and companies are eager to secure “promising” junior-level talent early on. This trend has been more pronounced this year, as companies facing difficulties, such as SK On and NCsoft, have offered voluntary retirement packages for employees as early as their first or second year.
“The career recruitment market is seeing a decline in demand for executive roles and a rise in mid-level roles, such as deputy and senior managers with three to five years of experience,” said Kim Hye-yang, CEO of the headhunting firm Unico Search. “Young employees are willing to switch jobs for even a slight pay raise, and companies prefer skilled hires who require minimal training.”
Junior professionals are particularly sought after in sectors such as artificial intelligence (AI), semiconductors, and robotics. This year, Samsung Display introduced the “Future Elite” program, targeting junior workers with at least two years of experience. “We lowered the criteria to two years to secure top talent early, given the shortage of skilled engineers,” said a Samsung Display official.
Hyundai Motor Company reduced the minimum required experience from five years to three years for positions related to robotics, automotive semiconductors, and mobility service platforms several years ago. “We are also open to hiring talent from other companies as part of our new business strategy,” said a Hyundai representative.
The primary advantage of hiring junior-level talent is that they require minimal training and can jump right into their respective roles. Last year, Samsung Electronics expanded its recruitment pool by lowering the experience needed for career positions from four years to two. “Junior-level employees have basic experience relevant to the job, allowing them to quickly integrate into their roles, which is a major advantage,” a Samsung Electronics official explained.
But the surge in junior talent demand has unintended consequences for smaller affiliates and mid-sized companies. “It’s frustrating when we go through the effort of recruiting and training employees, only for them to leave for bigger companies just as they become productive,” lamented a representative from a mid-sized affiliate of a major Korean conglomerate. “Frequent turnovers disrupt team dynamics and stir up uncertainty.”
