History
Korea's first corporate open recruitment is generally credited to Samsung in 1957. It advertised in newspapers and selected recruits by written exam, replacing hiring by connections and referrals. The model spread among conglomerates during the high-growth decades. By the 1990s, spring and autumn hiring seasons had become national events timed to graduation. In 1995, Samsung dropped education requirements and introduced the SSAT aptitude test, the prototype of Korea's aptitude-test culture.
Process and culture
A typical round runs from posting through documents (including the cover letter), aptitude or written tests, and working-level and executive interviews, then a medical check and group training. Each year's intake formed a cohort, or gisu, which helped build a shared culture. Critics pointed to role-agnostic selection, high preparation costs, and credential races.
Today
Many groups have switched to rolling recruitment since 2019, but Samsung keeps group-wide hiring with the GSAT. Public enterprises still hold regular rounds with blind hiring and NCS tests. For candidates with little experience, open recruitment still offers a relatively level starting line.
FAQ
- How does it differ from special recruitment?
- Special recruitment selects people with specific credentials or experience through limited or no open competition.
- When are the hiring seasons?
- Postings cluster in March–April and September–October.
Sources reviewed: 2026-10-26
References
- 삼성전자. 삼성 채용 역사 (1957년 국내 최초 공채). https://www.samsungcareers.com
- 한국경영자총협회. (2023). 신규채용 동향 조사.
- 채용절차의 공정화에 관한 법률, 국가법령정보센터.