Increasing Preference for Hiring Foreigners and Its Background

Domestic export businesses are increasingly favoring the hiring of foreign employees for office positions as a strategy to strengthen their overseas marketing capabilities. This trend reflects the growing inclination of small to medium-sized enterprises, which are facing labor shortages, to tap into foreign talent. However, many companies are grappling with a lack of information on how to effectively hire foreigners, posing a significant challenge.

Current State of Foreign Office Employment and Company Satisfaction

According to the Korea International Trade Association, 27% of 659 domestic exporting companies have experience hiring foreign office staff, with 41.6% of these hiring companies being startups. Among foreign workers, those holding F visas (residents, overseas Koreans, spouses of immigrants, etc.) constituted 42.1%, while E-7 visa holders made up only 18.5%. Notably, 70.1% of foreign office workers were engaged in overseas marketing roles, and their hiring satisfaction rated an average of 3.8 out of 5. Businesses expressed considerable satisfaction with the language skills and practical marketing capabilities of these foreign employees. This high regard from export-focused small enterprises highlights the substantial contribution of foreign talent to responding to the global market.

Hiring Barriers: Language Proficiency and Lack of Practical Experience

One of the main challenges companies face when hiring foreigners is the requirement for business-level Korean proficiency (68.6%) and the lack of practical experience. Many firms demand a minimum Korean proficiency level equivalent to TOPIK 3 for understanding documents and basic conversations. Moreover, with many businesses prioritizing work experience, there is an urgent need for internship programs that offer practical exposure. In fact, 52.2% of companies cited “insufficient Korean language skills” as a reason for their dissatisfaction with hiring. Finding candidates who possess both language proficiency and practical experience is a daunting task. Therefore, providing educational and training opportunities at an institutional level is essential, requiring a customized approach that aligns with industry demands.

The Need for Relaxed Visa Requirements and a Unified Hiring Platform

Foreign marketing personnel must obtain the specialized E-7-1 visa, but the stringent conditions—such as high salary thresholds—pose a burden on companies. Reports suggest that some of these workers should be classified under E-7-2 (sub-professional workers) to reflect more realistic wage requirements. Additionally, there is a call for a public-private partnership to create a unified hiring platform for foreign talent and export businesses. Currently, recruitment information is scattered across various online sites, personal referrals, K-Work, and KOTRA, resulting in poor accessibility. The integration of these platforms should go beyond a mere portal; it should evolve into a “one-stop system” that encompasses residency requirements, internship experiences, and language training options.

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