"MZ Selects MZ"... GS25 Completely Changes Recruitment System

'Reforming the Hiring System with MZ Interviewers'

GS Retail's convenience store GS25 is completely revamping its hiring system, including the 'MZ (Millennial + Generation Z) Interviewer.'

GS25 announced on the 8th that ahead of the recruitment of new employees for GS Retail's convenience store division in the first half of 2024, it will change the name of the MZ Interviewer and overhaul the system.

GS25 Grong interviewers are conducting practical interviews.
[Photo by GS Retail]

GS25 first introduced the MZ Interviewer hiring system in 2022 with the purpose of "having colleagues who want to work and grow together directly discovered by the field staff." Through this, MZ generation employees participated in the first interview as field staff interviewers to provide input on employee recruitment.

GS25 has undertaken the overhaul of the MZ Interviewer hiring system to proactively and efficiently secure outstanding talent who will lead the future of the division. This comes as convenience stores have emerged as major offline distribution channels in recent years and the MZ generation has become one of the core workforce. The main changes include ▲changing the name of the MZ Interviewer ▲adjusting the length of service criteria ▲expanding the scope of activities within the hiring process.

First, the name was changed from the existing 'MZ Interviewer' to 'Gron Interviewer.' Inspired by GS Retail's hiring slogan "Grow with US," the word "Grow" was expressed as "Gron" to signify conducting recruitment with a focus on growth potential. The length of service criteria for employees eligible to participate as Gron Interviewers was also strengthened. Accordingly, Gron Interviewers are composed only of employees with four years of service or less.

Starting this year, all Gron Interviewers will directly participate in recruitment branding events that promote GS25's business vision and future growth direction. They will conduct job consultations with prospective applicants at recruitment briefings, fairs, and other events, conveying job suitability and growth potential from a practical perspective. In addition, they will attend the first round of field staff interviews to assess applicants' capabilities from a youthful viewpoint.

Se-mi Lee, GS Retail's recruitment part manager, said, "As the MZ generation has established itself as a core workforce in the company, GS25 actively reflects the opinions of MZ generation employees in various areas from recruitment to product planning and supports them to work proactively." She added, "We expect the active participation of MZ generation field staff in the talent selection process through the new Gron Interviewer hiring system."

Meanwhile, GS25 is creating an organizational culture where MZ generation employees plan products. For example, 'MD Supporters' are selected from sales managers (OFC) born in the 1990s to share ideas on new product development directions and improvement points.