Policy Study to Behave Based on Field-Demand
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Recruitment
Overview
| Recruitment method | Year-round hiring |
|---|---|
| Areas of recruitment |
|
| Application period | To be announced on job opening notices |
| Location of workplace | 9F, 38 Seosomun-ro, Jung-gu, Seoul |
| Date of appointment | Within two to three months after the first interview |
The timing and number of recruitments are subject to change, depending on the circumstances of the institution.
Qualifications
Eligibility
- Applicants without any disqualifications for employment and overseas travel. Male applications must have completed military service or be exempt from it.
- Applicants who are considered eligible for employment following a physical examination.
- Retired public officials (or those planning to retire) who do not have any restrictions on employment under the Public Service Ethics Act.
- Even after an applicant has been notified of acceptance, his/her acceptance will be canceled if approval for employment is not granted pursuant to the Public Service Ethics Act.
- <Application requirements for each area of recruitment> Applicants who meet the application requirements (educational background, work experience, etc.) listed in the job posting (talent registration pool, ad-hoc recruitment).
Disqualifications
- An incompetent person under adult guardianship, limited guardianship, or specified guardianship; or a person declared bankrupt and not yet reinstated;
- A person for whom two years have not elapsed since his/her imprisonment without labor or a heavier punishment declared by a court was completely executed or the execution thereof was exempted;
- A person sentenced to imprisonment without labor or a heavier punishment for whom the execution thereof was suspended by a court and one year has not elapsed since the period of suspension expired;
- A person who was dismissed (expulsed) by disciplinary action and for whom two years have not elapsed thereafter;
- A person whose civil rights have been suspended or deprived by law or a court’s decision
Recruitment Process
Document screening
- Understanding of the CNIP
- Why do you want to work for the CNIP?
- Research performance and achievements
- Job-related competencies
- Screening for compatibility with Who We Want
First round - individual job interview
- Practical and personality interviews
- Topic presentations
Second round (culture fit assessment) - comprehensive interview
- Culture fit interview
- Seminar participation and interview (if necessary)
- Online personality/aptitude test
Final acceptance
- Submit the physical examination form
- Submit the Basic Certificate
Acceptance review and joining the institution
- Negotiate employment conditions
- Discuss the timing of commencing employment
Topic presentation : An applicant prepares and presents materials on a topic that he/she selects from the issues and specific topics provided at the screening site on the day of the interview.
Culture fit interview : Through this step, the applicant and the CNIP can mutually assess whether the applicant’s personality and work style align with the type of talent the CNIP seeks to hire and its organizational culture.
Seminar participation and interview : The applicant is asked to participate in a seminar that is regularly hosted by the CNIP, during which an interview will be held with the speaker on the seminar topic.
Preferred qualifications
- Extra points are awarded to an applicant with a major in a field similar to the areas of recruitment or an applicant with records of research achievements or research project implementation in related fields.
- Extra points are awarded to an applicant who is registered in the CNIP’s talent registration pool (priority is given during the interview screening).
- Preferential treatment is given to an applicant with more than three years of experience in similar organizations (extra points are awarded to those with experience in policy research projects or working for a consulting firm.)