[Edaily Reporter Kim Ji-woo ] Candidates taste cakes and complete missions using ingredients. They work with artificial intelligence (AI) to solve real-world problems and ask senior employees in their fields of interest directly about what the actual job entails. Recruitment briefings in the food industry—once focused on reviewing company presentations and jotting down hiring schedules—are transforming into “job experience sessions.”

The event was designed to move beyond the traditional format where job seekers simply listen to one-sided company presentations, allowing them to directly experience the brand and work methods. Food companies are also expanding these experiential recruitment programs because they enable them to assess job suitability and problem-solving skills—qualities that are difficult to gauge based solely on academic background or certifications, often referred to as “specs.”

According to the food industry on the 22nd, companies such as CJ CheilJedang Corp(097950), CJ Corp., and ORION(271560) have begun recruiting new employees for the second half of 2026. In particular, they are making changes to recruitment events and evaluation methods to secure talent capable of supporting global business expansion and the adoption of AI.

On the 18th, CJ CheilJedang Corp held a new graduate recruitment conference titled “CJ UNBOUND” at the CJ Talent Center in Jung-gu, Seoul. This was the first large-scale event to unify recruitment activities—which had previously been conducted separately by business division and job role—under a single “CJ CheilJedang Corp” framework. The response was overwhelming. On the first day of registration alone, more than 1,000 job seekers applied, and 300 of them, selected by lottery, attended the event.

The conference consisted of interactive programs, including lectures, hands-on AI work experiences, business division introductions, and consultations with current employees. Participants explored how AI is utilized in the operations of a food company through CJ CheilJedang Corp.’s marketing intelligence solution, “FOOD AI 360.” In the AI experience zone, they assessed their practical skills by defining problems and finding solutions based on scenarios similar to real-world work situations.

The “Future Marketer League,” a competition-based recruitment program for product marketing candidates, was also introduced. This program evaluates candidates’ job suitability by presenting tasks similar to real-world work and offers cash prizes and hiring benefits to top performers. This represents a step forward from the traditional hiring process, which relied solely on resumes and interviews.

CJ Corp. added a “flavor” to its recruitment fair. Approximately 50 job seekers attended the brand-experience-based recruitment fair “Foodville Growth On,” held on the 21st at the Olipepe Gwanghwamun branch in Seoul. During the approximately two-hour event, participants sampled products such as Tous Les Jours’ “Agjak Cake” and took part in hands-on programs featuring Olipepe’s menu items and ingredients. They also explored CJ Corp.’s business structure and the roles of various positions through a Foodville quiz and a job-related puzzle game.

At the end of the event, current employees sat down with participants for mentoring sessions. Participants freely asked questions not only about the hiring process but also about actual work practices, career growth paths, and organizational culture. This approach allowed the company to evaluate candidates while also enabling candidates to determine whether the company and the role were a good fit for them.

CJ Corp. is recruiting new employees in areas such as Global Business Support, Franchise and Business-to-Business (B2B) Sales, Marketing, Business and Product Planning, Research and Development (R&D), Procurement, Production and Quality, Strategic Planning, IT and Digital Transformation (DT), and Human Resources.

ORION is posting videos on its official YouTube channel featuring job descriptions, employee benefits, and answers to frequently asked questions about recruitment to help applicants fully understand the roles and the organization. In the second half of the year, the company will select new hires through a document screening process, aptitude tests, first- and second-round interviews, followed by on-the-job training and a final interview. Eligible candidates include those scheduled to graduate from a four-year university or graduate school in February 2027, as well as those who have already graduated. Recruitment departments include R&D, ENG, and General Management.

The expansion of global operations is driving food companies to put more effort into their recruitment processes. As the scope of work for food companies—which used to focus primarily on domestic sales and production—has broadened to include overseas market development, brand management, data analysis, and AI utilization, the profile of the talent they seek has also changed.

Applicants’ attitudes have also shifted. Rather than companies unilaterally selecting candidates, applicants are increasingly inclined to evaluate actual job duties and organizational culture before choosing a company. In response, food companies are striving to enhance candidates’ understanding of the roles by providing hands-on experience with products, brands, and day-to-day operations, thereby reducing the gap between expectations and reality after joining the company.

CJ CheilJedang Corp. and CJ Foodville are accepting applications until the 30th of this month. ORION is accepting applications until the 6th of next month.