Korea SMEs Agency to hire 102 in first half, using blind recruitment
The Korea SMEs and Startups Agency said April 23 it will hire 102 people in the first half of 2026, including full-time employees and youth interns.
The full-time intake totals 60 positions: 42 in administration and 18 in technical roles. For equity hiring, 12 positions will be filled through a limited competition for veterans. Five candidates with professional licenses, including lawyers and certified public accountants, will be selected through a separate process.
The selection process includes document screening, a written test — the National Competency Standards-based basic skills exam and a major-knowledge test — followed by first- and second-round interviews. Final hires are scheduled to start work in July.
The agency said the recruitment will be conducted as NCS-based “blind hiring,” with no restrictions on education, hometown or age. It said it plans to expand equity hiring for veterans and people with disabilities and continue recruiting regional talent in line with the government’s balanced regional growth policy.
Chairman Kang Seok-jin said he hopes “many talented people with strong capabilities and a spirit of challenge” will apply and grow alongside small and venture businesses, which he called the backbone of the economy.
TIPA named an “excellent” public data provider for seventh straight year
The assessment covers 685 organizations nationwide — including central government agencies, local governments and public institutions — and evaluates three areas: data opening and use, quality, and management systems.
TIPA said it received high marks for establishing a data quality management system that supports artificial intelligence use and for providing user-centered public data services.
TIPA President Kim Young-shin said the agency is working to proactively open high-demand, high-value public data in step with policy changes in the AI era and to make it easier for the public to use data.
Kyungdong Navien launches “Navien Air Crew” supporters with chef Edward Lee
The company described Navien Air Crew as its official brand supporters group, tasked through December with content-creation missions and participation in offline events to promote the value of clean indoor air.
The launch event brought together 24 members selected from applicants in a process with a 22-to-1 competition ratio. The program included brand and product introductions, an explanation of Kyungdong Navien’s integrated air quality management solution, activity guidelines and recreation. All participants received welcome gifts — including a boiler backpack, T-shirt, apron and key ring — and took part in a lucky draw for additional prizes.
Chef Edward Lee, the company’s advertising model, attended and held a cooking show. The company said it collected stories in advance from the group about moments when they felt they needed “a breath of fresh air,” selected four, and set aside time for conversation with Lee. He then cooked and presented a fusion Korean dish he developed — a bulgogi cheeseburger with wedge fries — as food to lift the mood.
A company official said the group’s activities will help convey the importance of integrated air quality management and promote the value of comfortable air in daily life.
JobKorea issues AX hiring report, citing growth in outbound recruiting
The report covers how AI is being used in hiring and how it is perceived, along with strategic directions tied to changes in the 2026 hiring environment. JobKorea said it was produced based on the company’s own corporate survey and an analysis of hiring data.
JobKorea said it sees this year’s hiring environment shaped by two trends: expanded always-on recruiting and continued budget constraints. It said hiring timelines have grown longer while resources remain limited, pushing companies to seek more efficient ways to secure talent.
The company also pointed to the spread of “outbound recruiting,” in which employers approach job seekers first with offers. Based on JobKorea platform data, it said this approach rose 44% over the past three years. It said the shift is changing hiring operations so AI handles repetitive tasks while recruiters focus on judging fit and persuading candidates.
A JobKorea official said that as outbound recruiting expands, AI use is “not a choice but a necessity” because companies must search for and manage more candidates with limited resources, adding that support is needed so recruiters can reduce repetitive work and focus on key decisions and communication.
* This article has been translated by AI.
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