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  2016 KEF Survey on Recruitment of New Employees  
DATE : 2016-06-17 트위터 페이스북 미투데이

2016 KEF Survey on Recruitment of New Employees

27.7% new recruits of college graduates quit their jobs within a year, the rising tendency of early resignation continues
- Early resignation rate in enterprises with 300 workers or less is 3 times higher than enterprises with 300 workers or more
- Main reason for early resignations, ‘failure to adapt to organizations and job duties’
Enterprises’ satisfaction level on work performance of new recruits continues to decrease
Policies to deal with early resignations, ‘work assignment considering job competency and aptitude’

Despite scarce employment opportunities, more than a quarter of new recruits quit their jobs within a year after being hired. In particular, early resignation rate in enterprises with 300 workers or less is 3 times higher than the rate in enterprises with 300 workers or more, which implies that there is a big difference by company size. The biggest reason for early resignations is a failure to adapt to organizations and job duties. Enterprises’ satisfaction level on work performance of new recruits continues to decrease.

27.7% new recruits of college graduates quit their jobs within a year, the rising tendency of early resignations continues
According to a ‘2016 survey on recruitment of new employees’ conducted by the Korea Employers Federation (KEF, Chairman Byong-won Bahk) to 306 companies across the country, 27.7% new recruits of college graduates quit their jobs within a year, which is increased by 2.5%p compared to the result in 2014 (25.2%). The resignation rate in enterprises with more than 300 workers decreased from 11.3% to 9.4%, whereas the resignation rate in enterprises with less than 300 workers increased from 31.6% to 32.5%. This implies that the rising tendency of early resignation rate continues.
As similar to the survey result in 2014, the rate of resignation within a year in enterprises with 300 workers or less (32.5%) is far higher than the rate in enterprises with 300 workers or more (9.4%) and the difference between these enterprises also expanded from 20.3%p in 2014 to 23.1%p in 2016.

Enterprises’ satisfaction level on work performance of new recruits continues to decrease
Enterprises’ satisfaction level on work performance of new recruits continues to decrease since 2010 survey. Also the difference between enterprises with 300 workers or more and enterprises with 300 workers or less in terms of enterprises’ satisfaction level on job performance of new recruits gradually expanded. Average points for enterprise’ satisfaction level on work performance of new recruits slightly decrease from 76.2 points in 2014 to 76.0 points in 2016.

By company size, enterprises with 300 workers or more has shown higher points with 79.8 points than enterprises with 300 workers or less with 74.8 point. In 2014 survey, the difference between them was 3.3 points (78.5 points – 75.2 points), which however expanded to 5 points in 2016.

Main reason for early resignations, ‘failure to adapt to organizations and job duties’
Reasons why new recruits quit their jobs within a year are in the order of ‘failure to adapt to organizations and job duties’, ‘dissatisfaction over organizations and welfare benefits’ (20.0%), and ‘dissatisfaction over work areas and work environments’ (15.9%). The response rate of ‘failure to adapt to organizations and job duties’ is increased by 1.5%p compared to 2014 whereas the answers of ‘dissatisfaction over organizations and welfare benefits’ and ‘dissatisfaction over work areas and work environments’ decreased. In order to lower early resignation rate of new recruits, it is urgent to consider various policies to help new recruits to adapt to organizations.

Rate of resignation within a year decrease until 9 months after being hired, but the rate slightly increase from 9 months to 12 months after being hired
The accumulative rate of resignation within a year is in the order of 4.6% within a month, 11.4% within 3 months, 17.5% within 6 months, 22.2% within 9 months, and 27.7% within 12 months. Looking at non-cumulative resignation rate by 3 months unit, the rate decreases until 9 months, but the rate increases from 9 months to 12 months. This is assumed that new recruits move to desired enterprises after being hired and worked for a while.

※ Resignation rate by monthly section: 11.4% within 3 months (4.6% within a month, 6.8% from 1 month to 3 months), 6.1% from 3 months to 6 months, 4.7% from 6 months to 9 months, and 5.5% from 9 months to 12 months

Policies to deal with early resignations, ‘work assignment considering job competency and aptitude’
In order for enterprises to reduce early resignation of new recruits, ‘work assignment considering job competency and aptitude’ (51.3%) is shown the highest and the rest answers are in the order of ‘comprehending difficulties through mentoring’ (46.0%), and ‘proposing visions’ (36.3%).

93.5% of the entire respondents put efforts to hire new recruits based on competency. Implementation of ‘competency interviews’ (67.9%) is shown the highest for specific measures and the rest answers are in the order of ‘detailed prior notice of recruiting process and selection standards’ and ‘not asking for specifications that are irrelevant to work’.
 


   

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