Ms. Park, a 30-year-old employee who has been working in a mid-sized advertising firm in Seoul for three years, recently started preparing for the certified public labor attorney exam. “I need a higher salary to buy a house and get married, so I decided it would be more efficient to become an attorney,” she said. Park plans to quit her job by the end of this year to focus on exam preparations.
A growing number of young South Koreans are pursuing certifications in specialized fields, driven by the lure of higher salaries, job security, and more flexible work environments. In Korea, these so-called “professional” jobs include doctors, lawyers, accountants, and other professions that require certifications.
This year, the number of people who applied for professional certification exams reached an all-time high. The number of people who signed up to take the certified public labor attorney exam rose to 12,662, a threefold increase from the 4,744 applicants in 2018. Those who opted for certified tax accountant and property appraiser exams, with 23,377 and 6,746 applicants, also doubled and quadrupled, respectively, during the same period.
Education experts attribute this surge to a trend in young people favoring jobs that require certifications. It’s not just college students preparing to enter the workforce - young people in their 20s and 30s who already have day jobs are also flocking to take these exams.
It is becoming easier to spot office workers dressed in business casual attire working through textbooks and exam papers in study cafes - cafes in Korea where people pay a fee to rent a seat or space by the hour to study for exams. Unlike students, they study for longer hours at night after work and on weekends. KakaoTalk’s open chat rooms and Blind, an anonymous community for verified employees, buzz with activity as hundreds seek study groups or partners to help keep track of each other’s study time.
Experts say higher wages, job security, and flexible working conditions are why so many young Koreans in their 20s and 30s are quitting their jobs to pursue professional careers that require certifications. The top 25% earners in these professions have an annual salary of nearly $71,000 (100 million won), according to the Korea Employment Information Services. Those who secure positions at large corporations typically earn even more.
“For millennials and Gen Z, the rewards relative to the time they invest in their jobs is important,” said Kwak Geum-joo, a professor of psychology at Seoul National University. “They believe that a professional job with guaranteed results and stability is more aligned with their views on work.”
Dissatisfaction with corporate culture is another reason young Koreans are switching professions. Regardless of size, Korean companies often maintain a strict hierarchical structure that young Koreans find unappealing. Employee surveys frequently list “rigid organizational culture” as a leading cause for resignation.
The decline in civil service exam applicants also reflects this trend. This year, the national civil service recruitment for grade 9 positions hit a 32-year low with a competition ratio of 21.8 to 1. Experts say civil service jobs are now seen as less attractive to young Koreans due to low salaries and inflexible working environments.
Kim Jung-sang, 29, recently switched from preparing for the civil service exam to studying for the certified public labor attorney exam, said, “There are hardly any benefits to staying in the same job for a long time, and professional careers offer greater opportunities for success.”
This trend has not gone unnoticed by companies. As young employees quit their jobs to seek professional qualifications, companies face increasing turnover and high training costs. A recent survey by the Ministry of Employment and Labor found that 16.1% of new hires at large companies leave within a year, with each departure costing around 20 million won.
“As HR managers, if an employee wishes to move to another company, we might try to convince them to stay, but if they’re preparing for a professional exam, it’s challenging to offer them reasons or incentives to stay,” said one HR manager at a large corporation, highlighting the dilemma companies face in retaining young talent.
