Lee Min-hyung joined The Korea Times in 2014 and has worked as a journalist mainly in Korea’s finance, tech and automotive industry. He specializes in content creation, breaking news and in-depth analysis currently on transportation and mobility. You can reach him via mhlee@koreatimes.co.kr.
INTERVIEW Korea should adopt balanced approach for senior reemployment: Robert Walters
Choi Jun-won, country manager of Robert Walters Korea / Courtesy of Robert Walters Korea
By Lee Min-hyung
Editor’s note
This article is the fourth installment in a series featuring interviews with winners of the British Business Awards, presented by the British Chamber of Commerce in Korea. — ED
Korea should introduce a more balanced approach to senior reemployment, as their insight and experience can be of significant help in educating a younger workforce and boosting the economy, said Choi Jun-won, country manager of Robert Walters Korea.
The view is a commentary on the nation’s weak social perception of elderly workers. Starting this year, Korea entered the early phase of a super-aged society where more than 20 percent of its population is aged over 65, according to data from Statistics Korea.
However, the country still sets the legal retirement age at 60, making it difficult for the aged workforce to extend their career beyond that age.
Choi, who leads the local subsidiary of the British recruitment firm, underscored the need to change the perception of senior workers for the health of Korean society and companies.
“We need to build an institutional framework in a way to benefit both aged and young workers for the sustainable growth of the nation’s labor market,” Choi said during a recent interview with The Korea Times.
Choi Jun-won, country manager of Robert Walters Korea, speaks during a human resource forum in Seoul, May 16. Courtesy of Robert Walters Korea
For instance, senior officials, working as part-timers, can hand down their knowledge and experiences to younger generations, he said.
“If companies offer such a flexible position to experienced workers and expand permanent employment for young people, this will create a mutually beneficial outcome for not just both age groups, but companies,” he said.
Senior workers can serve as strategic assets to organizations with young workers, he added.
“Many companies hire senior talent for operational assistance, but they are more suitable to handling high-dimensional workloads, such as post-M&A organizational stability and leadership mentoring,” he said.
Choi also advised firms to remain more inclusive and flexible in their hiring process, as demographic changes are inevitable.
“Regardless of any labor policy direction from the government, each company needs to be more responsible for creating quality jobs and building an environment where any talent from all age groups can work together,” he said.
Choi also shared his views on the impact of artificial intelligence (AI) on the job market.
Senior manpower will be less threatened by the rise of AI, as their core strength is tied to in-depth experiences that can never be replaced by any forms of AI, according to the head of the company.
“AI is a tool to enable human beings to make more strategic decisions,” he said. “This will be the same for the job market. Concerns are [that] AI technologies will reduce hiring from companies, but demand for new jobs, such as experts on AI governance and data engineers, is also on the rise, which will be able to offer fresh opportunities for a career leap forward for aged workers.”