In the case of recruitment, open recruitment is the principle, and in the case of open recruitment,it is conducted once or twice a year. However, depending on internal circumstances,it can be converted to occasional recruitment rather than open recruitment, and in the case of occasional recruitment, it is at the discretion of the relevant department, so please note that there is no separate period.
Documents necessary for the recruitment screening require resumes and self-introduction letters for new employees. In the case of experienced employees, their resume, self-introduction, career manual, portfolio, etc. are required. However, it depends on the type of job, so see the job announcement for more information.
Job applications are also available for prospective college graduates.
However, there may be restrictions depending on some occupations, and details can be found in the employment announcement.
It is not mandatory to have a job-related license. However, we are checking those who have practical skills similar to job-related certificates during the hiring process.
NCS stands for National Competency Standards, which means national competency standards, and the ability (knowledge, skill, attitude) required to perform duties in industrial sites is systematized
by the state by industry sector and level.
What is competency-based recruitment? It is not an unnecessary specification, but a recruitment method that selects talent with On-Specs suitable for the job using NCS-based evaluation tools.
What's the purpose of competency-based recruitment?
Institution
- Right Person Selection
- Corporate·Systematic evaluation of job skills that public institutions should have, and plays a leading role in competency-based society such as competency-based recruitment and personnel management.
Applicants
- Develop appropriate capabilities, not unnecessary specifications - Prepare after setting accurate career goals and continuous self-development to increase individual and organizational competitiveness.
Society
- "A competency-oriented society that transcends specification"
Strengthen major competitiveness → Select job-appropriate talent → Job satisfaction → Organizational commitment and performance → Individual and organizational capabilities → Create a virtuous cycle of strengthening national competitiveness.
In the case of interview screening, it is divided into job competency, personality, and organizational suitability.
In the case of job competency, it identifies the degree of knowledge, expertise,
and skills required for each job performance, identifies the individual's personality, mindset, attitude,
and behavioral characteristics, and in the case of organizational suitability.