History and scholarship
Doeringer and Piore (1971) described internal labour markets; Cappelli (2008) showed a shift to buying talent externally. Bidwell (2011, ASQ) found external hires paid more yet initially performing worse; Groysberg (2010) that star performance travels poorly. Quiñones et al. (1995) and Schmidt and Hunter (1998) show experience length predicts weakly compared with structured interviews and work samples.
Key points
'X years or more' is usually required, 'preferred' is a plus. Quantify results in a career statement. Laws, programmes, visa rules and hiring practice change; check official notices, current law and actual postings.
In practice
Settle pay via negotiation and check probation.
FAQ
- Can I apply slightly under?
- Some firms are flexible.
- Reference checks without consent?
- Consent is normally obtained.
Sources reviewed: 2026-10-26
References
- Becker, G. S. (1964). Human Capital. Columbia University Press (NBER).
- Doeringer, P. B., & Piore, M. J. (1971). Internal Labor Markets and Manpower Analysis. D. C. Heath.
- Quiñones, M. A., Ford, J. K., & Teachout, M. S. (1995). The relationship between work experience and job performance: A conceptual and meta-analytic review. Personnel Psychology, 48(4), 887–910.
- Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology. Psychological Bulletin, 124(2), 262–274.
- Cappelli, P. (2008). Talent on Demand. Harvard Business Press.
- Groysberg, B. (2010). Chasing Stars: The Myth of Talent and the Portability of Performance. Princeton University Press.
- Bidwell, M. (2011). Paying more to get less: The effects of external hiring versus internal mobility. Administrative Science Quarterly, 56(3), 369–407.
- 고용24(고용노동부). https://www.work24.go.kr
- 국가법령정보센터. https://www.law.go.kr
