We already know that in order to apply for a job in Korean companies there are many documents to prepare and many steps to pass in order to be hired. In previous articles we discussed about Korean employment system, resume and personal statement writing. However, these are not all the necessary documents; there is one more document you will have to submit – a motivation letter. Unfortunately, for foreigners trying to get a job in Korea, there are no resources explaining the process of preparing different documents, because books and articles are in Korean language. Therefore, this article referred to the book “The Jasoseo Bible” written by a Korean recruitment expert Lee Hyung in Korean language and extracted the important information about writing a motivation letter in a correct way for Korean companies.
Application Motivation Writing Guide
According
to Lee Hyung, one of the difficult aspects many job seekers
complain about is having to answer what seems like an obvious question. Among
them, the most perplexing and avoided question is often the motivation for
application. From Lee Hyung’s
position as an interviewer, he
was actually most curious about the motivation of the applicants. He wanted to know why they
applied to the company,
what led them there,
and what their motivation was centered around. Despite recent job seekers
seeming to understand this intention of the interviewer, they still find it
difficult to articulate their motivation for application. Probably, it's because they've never
really thought about the reasons. Getting a job was always something that had
to be done, and also because at the age when one needs to become independent,
financial income is necessary. Although it's obvious that job seekers have such
clear reasons, why do companies still ask about the motivation for application?
From the perspective of Lee Hyung’s company, this is not such a simple issue. Especially
for companies that are not at the top, talent leakage can happen at any time,
and it can be frustrating and annoying to see newly trained employees leave for
other opportunities once they become familiar with the job. If someone is going
to leave the company anyway, or if there is a high probability of them gaining
experience and then leaving within a few years, it is a desirable choice for
the company not to hire them. Consequently, after first verifying whether the
applicant has the necessary skills for the job, the next element that must be
verified is the motivation for application, in other words, loyalty.
Ultimately, because it is advantageous to appeal to the
strengths and competitiveness of the company, it was suggested to use
interviews with current employees as a solution. However, it was discovered
that many job seekers find it difficult to articulate the information they
researched into their application essays even though they successfully
challenged it. Therefore, principles for writing application motivation were
derived by analyzing the cases of many people.
Levels of Application Motivation
Application motivation is akin to confirming what one
expects from this company. Therefore, if we apply Maslow's Hierarchy of Needs
theory, which divides the desires that everyone possesses into levels, it
becomes very simple.
By connecting Maslow's Hierarchy of Needs theory with
application motivation, it can be explained as follows:
Maslow's Hierarchy of Needs 5 Levels.
1. Self-Actualization Needs (Core Values/Vision | New
Technologies, New Business | Top Performance)
2. Esteem Needs (Growth Opportunities | Promotions)
3. Belongingness and Social Needs (Leadership Opportunities
| Job Fit/Contribution)
4. Safety Needs (Permanent Employment | Contract/Freelancer)
5. Physiological Needs (Salary Level/Welfare System |
Structural Adjustment)
Everyone thinks they are applying for the salary, but that
cannot be considered as the motivation for job application. Even if someone
applied for the money, they would ultimately be dissatisfied and leave due to
higher needs. Many companies now emphasize application motivation because of
the high turnover rate, aiming to avoid bearing the cost of hiring. The term
"MZ generation" has become so prevalent that many companies worry
about the settlement rate of new employees. Every CEO or HR team Lee Hyung had met while consulting had the same concern. How can we truly recruit people with genuine
motivation for application?
The
strategy is very simple and powerful. It is to investigate and write about the
higher needs level from Maslow's Hierarchy of Needs from the beginning. One
should not misunderstand that this is simply a skill for writing cover letters.
Through this process of investigation and organization, your true motivation
for application should be clarified. Otherwise, you will just be a
salary-racketeer like everyone else. And once this motivation for application
is clarified, it becomes an opportunity to engage in real work even after you
actually join the company, and it becomes a breakthrough in facing the reality
you will encounter in your company life.
The best motivation for application is the company's own
competitiveness. Even if it is small in scale, if it is not going bankrupt, it
means there is something competitive about it. Since the company operates
because it has some competitiveness, if you connect that with your
professionalism, the motivation for application can be resolved more easily
than you think.
Looking at the highest level of Maslow's Hierarchy of Needs,
you can see the motivation for new technology/new business/top performance.
Within a short period, research the company you are applying to and find its
technological prowess and competitiveness. For those who struggle in this area,
Lee Hyung has created a solution called
economic newspaper clipping.
Points to Consider When Writing a Motivation Letter
Avoid Writing Based Solely on Job Duties.
There are three types of motivations in an application: job,
industry, and company motivations. The reason companies ask about motivation
for application is mostly to understand why you want to join their company.
While it's tempting to throw in one of your killer skills based on job duties,
unfortunately, it's not suitable for questions about motivation and loyalty.
This is because job duty motivations don't differentiate you regardless of
which company's name you insert. Ultimately, from the company's perspective,
even if you have the same job strengths, someone who shows loyalty to our
company seems more appealing. If you include job duty motivations in your
application, you might somehow pass in your cover letter. However, you'll
inevitably face this question in the interview: "Why our company?"
Choose a target company and gather information
starting from interviews with current employees.
The most important factor in organizing your motivation for
application is industry and company analysis. Some people gather information by
researching electronic disclosures like DART or internet articles. While this
might not be difficult for students majoring in economics or business
administration, it's not easy for job seekers who haven't studied accounting.
Even if they manage to learn, the core of company analysis lies not in
obtaining information but in interpretation. Any inaccuracies due to misinterpretation
are expected results. Therefore, I recommend gathering information interpreted
from the perspective of current employees through interviews. While it may be
challenging to attempt, it's the simplest, most effective, and reliable method.
Many people have achieved good results through this experience, so wouldn't it
be worth a try?
#vizabridge #jobkorea #workkorea #employment
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