An applicant should check the recruitment fields/job openings on our homepage (www.lginnotek.com) and submit an onlineapplication only. An application submitted via e-mail, mail or personal visit cannot be accepted for document screening.As for an applicant recommended by one of our executives or employees, or by a headhunter, the person in charge ofrecruitment will send a separate notification email informing him/her to submit an application online via the homepageaccording to the proper process. We manage the entire processes from reception of applications to personality/aptitude testsand placement after employment through our system. Since data entered in an online application are reflected in personneldata, please ensure that an application is accurately filled out. Personal information entered in an application is used fornotification of an interview or acceptance and is also necessary for revising the application. Therefore, please make certain that there are no typing errors in your email address.
If an online application is normally received, the message “Normally Received” pops up on the final window. As to open recruitment of those with or without experience, document screening begins after the closing date. For applications for recruitment of employees from overseas, we frequently examine applications and send notifications individually to successful candidates.
A person who has once failed can re-apply by clicking “Application” and revising his/her previous application. If the job field or job opening is altered, he/she may have to rewrite an application, if necessary. However, overlapping applications are not allowed for job openings underway, and after the previous recruitment for all the jobs is finished, he/she may apply for a different job. In particular, re-application by a person who has failed document screening is not accepted by the system for a certain period, since it usually takes time for him/her to obtain the specified qualifications (for example, English test scores are unlikely to increase within a short period). Your understanding in this regard will thus be appreciated.
During the job opening period, you may easily revise the application but cannot do so after the job opening is closed. Therefore, please fully consider the online document reception period if revision is necessary.
Please check if you allowed pop-ups in your computer set-up, press the yellow toolbar to install the programs necessary for filling out an application, and then restart the computer. If the problem persists, then please send your name, email address, and phone number via email to the person in charge, who will check and inform you of what to do.
The details in an application you temporarily store while editing the application are not submitted to the person in charge. However, the online application submitted by pressing the button “Submit” is not deleted. Please be careful about this.
Relevant persons need to check the item asking whether an applicant is disabled or a veteran, among items on the online application form. Though additional points are given to these people, this is not the absolute standard for determining their employment. We treat them in the same manner as the other applicants even after they are employed, and they can apply for all positions under the same conditions as the other applicants.
Those who have not completed military service (except for those who are exempted from military duties) cannot apply. There is no opening as an alternative to military service (technical research personnel).
As for English test scores, please consult language skill requirements on the recruitment notice board. We have different standards for different types of recruitment, so if there is no specific comment on foreign language skills, you are not necessarily required to submit test results. Still, those who are fluent in foreign languages are preferred.
As to open or occasional recruitments of those with experience, the recruitment time and scale vary depending on company circumstances. As for the number of people to be recruited, we sometimes make public the planned number and may adjust it depending on the applicants’ quality. If an applicant has good qualifications and skills, but unfortunately fails because the planned number of recruits is limited, we sometimes preferentially hire him/her if needs arise later for a new employee for the relevant job field.
The qualifications required may vary depending on job openings, but in most cases, applicants should have at least two years of work experience in the job he/she applies for. As for occasional recruitments, each job requires different skills and capabilities, so please consult the specific requirements for the relevant job opening.
Interviews for applicants with experience usually involve presentations and Q&A sessions to find out his/her job competency and personality. Details are individually notified beforehand to each applicant so that he or she can prepare for an interview.
The military service period is not recognized as work experience, but the period served as an alternative to military service is recognized as such. Both master’s and doctoral degrees are considered to be work experience.
In general, we recruit those without experience once a year (second half) around the time when the domestic school calendar ends. As for the employment scale and number, please consult major job posting sites or our homepage for future job openings. And please understand that we may, if necessary, not conduct interviews for such recruitments due to internal circumstances.
The following are the general qualifications common to those without experience: *Education: a graduate, or graduate-to-be for the pertinent year, of a four-year-course college (as to graduates, those with experience of less than two years) * Credits/age/major: credits (average credit of over “B” for all school years: 3.0)/ age (no limits)/ major (a major specified for the job field or a relevant major) * A person who has completed, or is exempt from, military service and who is not disqualified from undertaking overseas trips * Mandatory English test scores: over 700 points at TOEIC or over 6 at TOEIC speaking for R&D, over 750 and 7 for management/manufacturing, and over 800 and 7 for sales * Preferential treatment is given to patriots, veterans and disabled persons in compliance with relevant laws (addition points given)
Graduates with work experience can also apply for open recruitment of those without experience. However, your previous experience is not recognized and instead, you are treated on the same conditions as the other graduates of the relevant year. If you want to have your experience (including an alternative to military service) recognized, please apply for open recruitment of those with experience. Though the military service period is not recognized as work experience, the period served as an alternative to military service is recognized as such. Both master’s and doctoral degrees are recognized as work experience.
Applicants should satisfy the basic requirements, such as credits and English test scores. Based on overall career or a letter of self-introduction, we also evaluate an applicant’s quality and devotion to study. We may consider how earnestly an applicant studied his/her major and whether he/she made self-improvement efforts.
Career is not considered important in recruitments of people without experience. However, some additional points may be given if an applicant describes, in a letter of self-introduction, his/her experience or distinguished adaptability and performance in projects and internships related to the job he/she applies for.
What is commonly deemed significant is whether an applicant fits what we expect from our employees. When it comes to those with experience, their career path and competency regarding the job they are applying for are important. As for those without experience, their understanding and talent regarding the job they are applying for are important.
Interviews for an applicant with no experience consist of a personality interview and a job competency interview. For an accurate assessment, personality and aptitude tests are conducted beforehand. Relevant information is individually notified to each applicant so that he or she can prepare for an interview.
There are no sex or age limits, and applicants should meet the requirement of the major specified and other requirements listed in a relevant job opening. However, neither males nor females should be disqualified for overseas trips, and men should have no record of evading military service.
An applicant does not have to bring along evidential documents, such as a certificate of graduation and a transcript, to an interview. These documents are required along with other necessary documents, after the announcement of successful candidates. However, if any false declarations are discovered from the documents, the person concerned may suffer a disadvantage (including cancellation of employment) after commencing employment.
The place of interview is not necessarily the place where a successful candidate will work. We determine a workplace, considering which department and workplace an applicant showed a preference for when he/she submitted an application.
Please send your name, the first six figures of your resident registration number, and valid email address via email to the person in charge, who will check and email you the acceptance information. Since mail accounts at Daum, Nate and Empal sometimes fail to receive email, please use another email address.
For now, we do not offer a job as an alternative to military service. Yet, if we are allowed to do so later, there could be an opening. If you are eligible for an alternative duty to military service, however, you may apply.
Hiring employees from overseas (the United States and Japan) is conducted both regularly and year-round. Those with master's and doctoral degrees (including post-doctoral) from overseas universities in natural sciences and engineering, or researchers with overseas experience are welcome to apply. Successful candidates are individually notified with details via email at each stage of recruitment.
LG Innotek recruits distinguished talents overseas mainly through occasional/ongoing recruitments. By holding annual techno conferences in Japan and the United States, we recruit people abroad regularly. As to talents in the rest of the world, we recruit them through separate job openings or through telephonic interviews and interview invitations, if necessary. Job fields and qualifications are posted on our homepage or bulletin boards of Korean student associations at colleges in the United States and Japan. As for successful candidates for each recruitment stage and specific recruitment processes, separate information is given by a notice or email.
Overseas recruitments are designed for those who reside abroad, during the recruitment period, either to acquire a degree from a formal college or graduate school or to work at a company. If a person with a degree from abroad resides in Korea or receives language training overseas during the recruitment period, he/she should apply for domestic recruitment.
After a job opening is posted and application forms are registered, those who passed the document screening are interviewed by phone or conference call. And we conduct interviews with those who passed these interviews by inviting them to local areas. Interviewees are provided with transportation fees and sometimes hotel accommodation, if necessary.
We recruit distinguished talents from abroad who will work in Korea. The workplace is therefore Korea and opportunities to work abroad are provided depending on the characteristics of business. For more details, please consult job openings.
We have an annual wage system and each employee's annual wage is negotiated (as for newcomers, internal regulations are applied). Benefits are in compliance with internal rules. For more details, please consult the website.