[Edaily Reporter Kim Hyun-ah ] We are now in an era where generative artificial intelligence (AI) can produce proposals and reports in just a few minutes. As anyone can now obtain plausible results, companies are focusing less on the ability to use AI itself and more on the ability to verify results and solve problems.

Lee TAESUNG, Executive Vice President in charge of Talent Development at KTCorporation, said, “Rather than the AI-generated output itself, the ability to question why certain results were produced, ask probing questions, and delve into the process has become the key criterion for distinguishing top talent.”

KTCorporation(030200)Amid a noticeable trend among companies toward preferring experienced hires, KTCorporation recruited approximately 140 new employees this year. The company has also introduced a course on developing business-use AI agents as part of its onboarding training. We met with Executive Vice President Lee to discuss the changing hiring criteria and KTCorporation’s talent development strategy.

“A shock similar to when Excel was first introduced… Candidates must know how to validate results”

Executive Director Lee explained that the emphasis on assessing AI utilization skills during the hiring process is growing. He noted that the company is moving away from evaluations centered solely on coding tests to also examine whether candidates can apply AI to problem-solving and what roles they played in Artificial Intelligence Transformation (AX) projects.

He compared the changes in the corporate workplace to the era when Excel was first introduced. “The shock we felt back then—when new hires used Excel to accurately complete in five minutes a task that used to take senior colleagues three days to finish using calculators—is being replicated in today’s AI era,” he explained.

Even as work speeds up, the task of judging the validity of results remains a human responsibility. Executive Director Lee noted, “From elementary, middle, and high school students to college students, people have become somewhat familiar with basic AI use and entering prompts,” adding, “We thoroughly verify during the application review and interviews what role they actually played in the AX projects mentioned in their cover letters and whether they can solve problems using AI tools without coding.”

He emphasized, “You must constantly ask yourself, ‘Why did this result come about?’ and ‘What would happen if I changed the input?’” adding, “It’s important to have the ability to understand and verify the process, not just settle for the result.”

Developing “Multi-Agents” Firsthand… Adaptability to the Corporate Environment Is Also Key

KTCorporation dedicates approximately five weekdays to AX training as part of its new employee orientation. Rather than simply creating images or videos, new hires are required to develop agents—or “multi-agents” that collaborate—for use in actual work and submit their final products.

During the training program, participants also experience the constraints of a corporate environment. While students can freely use external AI tools, companies often require employees to use only tools approved internally due to security policies.

Executive Director Lee said, “As students, they may have freely used external tools like ChatGPT or Gemini, but in a corporate setting, they must use restricted tools due to security concerns.” He added, “KTCorporation uses Copilot. It’s important to have the adaptability to keep refining ideas even in an unfamiliar environment and apply the results to actual work.”

On-the-job experience is also crucial. KTCorporation operates a mentoring program in which new hires are paired one-on-one with a senior colleague for at least six months to one year after being assigned to their departments.

Executive Director Lee explained, “There are certain roles where it’s difficult to immediately utilize AI tools, such as work related to existing systems or face-to-face sales,” adding, “It’s necessary to go through a process of gaining experience by working closely with senior colleagues on the front lines and learning what decisions to make in various situations.”

Hiring About 140 New Graduates Amid Preference for Experienced Hires

…

“Nurturing Young Talent Is an Investment in the Future”

KTCorporation is no exception to the trend of preferring

experienced hires

—particularly those in the AX field—who can deliver immediate results. Executive Vice President Lee said, “When setting priorities for workforce investment, the tendency for resources to be concentrated on experienced AX talent is a dilemma commonly faced by companies.”

Nevertheless, it is explained that KTCorporation’s decision to hire approximately 140 new graduates this year was also driven by its responsibility to nurture young talent.

He said, “While companies must pursue profits, they cannot turn a blind eye to national challenges such as resolving youth unemployment and nurturing talent,” adding, “The reason KTCorporation employees can work with pride as part of a ‘national enterprise’ stems from the company’s sense of responsibility toward the role it must play in society.”

He went on to emphasize, “It is crucial for young people to have opportunities to enter the workforce, gain experience, and develop their capabilities,” adding, “Companies and the government must continue to invest together in nurturing future talent.”

Cultivating “New Hires with Experience”

and Helping

Young People Who Have Given Up on Job Hunting… Tailored Talent Development

KTCorporation is engaging in tailored

talent development

for specific target groups through the “KTCorporation Able School,

”

which cultivates hands-on digital talent, and the “K-New Deal (ICT) Academy,” which helps

young people

who

have given up on job hunting

enter the workforce.

Now in its 10th cohort, Able School structures more than 70% of its curriculum around hands-on projects. According to KTCorporation, the program focuses on developing the collaboration and problem-solving skills required for real-world work, resulting in graduates being recognized by other companies as “new hires with experience.” The employment rate at large corporations reaches 50%, and outstanding graduates are exempt from the initial document screening process at KTCorporation.

The K-New Deal Academy, introduced in the second half of this year, focuses on helping so-called “young people on hiatus”—those who have suspended their job search—reintegrate into society. Rather than providing training for highly specialized IT roles, it supports participants in regaining their motivation and confidence through learning basic skills, such as workplace etiquette, and gaining diverse experiences, including company visits.

Executive Director Lee stated, “While Able School is a program designed to enhance young people’s practical skills, the K-New Deal Academy is a program that helps discouraged young people regain their confidence by engaging with society,” adding, “Corporate-level attention and support tailored to the diverse circumstances of young people are necessary.”