[Edaily Reporter Song Jae-min] As SK Hynix has completely abolished academic background restrictions in its new graduate hiring process, a competency-based hiring culture is spreading throughout the business community. In particular, Samsung’s “Open Recruitment” system—which the company has operated for over 30 years—is drawing renewed attention. As hiring practices that prioritize competency over academic background emerge as a key factor in corporate competitiveness in the age of artificial intelligence (AI), Samsung’s HR innovations are being re-examined.

According to business circles on the 18th, SK Hynix has removed all educational qualifications—such as the requirement for “a four-year bachelor’s degree or higher” previously specified in its job postings—from its rolling recruitment for new employees, which began the previous day. The company intends to evaluate applicants based on their experience, job competencies, and growth potential.

This move is in line with Samsung’s “Open Recruitment” policy, which the company has operated since 1995. At that time, Samsung was a pioneer among Korean companies in abolishing educational restrictions in its open recruitment process. Since then, it has eliminated so-called “spec”-based eligibility requirements—such as nationality, gender, age, and region of origin—and has maintained a competency-based selection principle.

Samsung’s open recruitment policy has not been a one-time measure but has continued to this day. It is reported that over the past five years, thousands of high school and junior college graduates have applied for Samsung’s open recruitment process. After being hired, these individuals have grown into key personnel at the Group’s major business sites and are delivering strong results.

In fact, at Samsung Electronics’ Device Solutions (DS) Division, employees hired through the open recruitment program are responsible for tasks related to digital twins—a technology considered key to building semiconductor AI factories and driving manufacturing innovation. At the Digital Experience (DX) Division, they are participating in efforts to strengthen smartphone technology competitiveness within the Mobile Experience (MX) Business Division’s development team, and at Samsung Display, they are reportedly working in core teams within the Small and Medium-sized Display Business Division that have led the development of foldable displays. In addition, talent recruited through the open hiring program is making significant contributions across major affiliates such as Samsung SDS, Samsung C&T, and Samsung Heavy Industries.

Business circles anticipate that as the AI era gains momentum, hiring trends will increasingly prioritize actual problem-solving skills, adaptability, and collaboration over academic credentials. Accordingly, analysts suggest that Samsung’s long-standing open recruitment model is likely to regain attention. Furthermore, there is widespread expectation that this hiring culture—which eliminates academic restrictions—will spread throughout the business community.

Meanwhile, Samsung has maintained its open recruitment system for 70 years, having introduced South Korea’s first open recruitment system for new employees in 1957. Currently, Samsung is the only one of the four major conglomerates that maintains a regular open recruitment system.