[Report] Not Junior Staff but Team Leaders Share Hiring Tips Firsthand... Inside Hanwha General Insurance's Job Camp

Three-night, four-day residential job camp in Chungju, North Chungcheong Province

Team leaders, not new hires, coach resumes and interviews

Six-month junior employee's idea adopted in a bold move

Hanwha focuses solely on its core femtech and cyber insurance divisions

"We will consider making it a regular winter camp held once a year if it proves successful"

"The biggest concern for job seekers is that after submitting a resume or going through an interview, there is absolutely no opportunity to get feedback on how they were perceived as a candidate. Hanwha General Insurance's job camp pinpointed this issue." -Participant Geum Hyesun (double major in Art and Business Administration, six months into job preparation)

"I felt respected by the company. From the first day, I was told that the program reflected the difficulties that new employees themselves faced when they were job hunting. From the very beginning of the camp, I felt sure that I had made the right decision to come." -Participant Park Sumin (double major in Economics and Business Administration, six months into job preparation)

On the second day of Hanwha General Insurance's 3-night, 4-day residential employment camp, participants are listening to an interview-speech lecture by Lee Narae, an influencer who runs the YouTube channel Keonseolting Eun Narae with 134,000 subscribers. Hanwha General Insurance

On the 24th, lectures were in full swing on the second day of the job camp at Hanwha General Insurance Life Campus in Suanbo, Chungju, North Chungcheong Province. The eyes of some 50 young participants shone as they listened to a lecture by the influencer behind the YouTube channel Keonseoltingeun Narae, which has 134,000 subscribers, and who has recorded 740,000 views on Instagram. For one hour, participants learned interview speech strategies to improve their chances of success. Most opened their laptops and took notes with deep concentration, yet the atmosphere was relatively relaxed and free, much like a liberal arts class at university.

The job camp organized by Hanwha General Insurance is unique not only among insurers but across the entire financial sector. Among the 50 participants selected from over 600 applicants, outstanding graduates will be granted exemptions from the document screening and first-round interview stages when open recruitment takes place.

This camp began with an idea from Kim Chaewon, a staff member of the Talent Development Team who joined the company six months ago. Kim said, "When I was preparing for employment, I was disappointed that I had to rely on inaccurate information," and added, "That experience led me to design a program that explains the company's hiring criteria and evaluation items in detail." Hanwha General Insurance considered Kim's idea to be fresh and decided to put it into practice.

Kim Chaewon, Talent Development Part Team associate who led the development and implementation of Hanwha General Insurance's Employment Camp program. Hanwha General Insurance

Targeting core areas of femtech and cyber insurance… Practical team leaders provide direct coaching

Hanwha General Insurance limited the recruitment fields for the camp to two of its core business areas: femtech (Female+Technology) and cyber insurance. In particular, the femtech insurance segment was included in the camp program to secure talent in women's insurance and wellness, areas that are signature product lines for Hanwha General Insurance, ahead of time. In fact, the company plans to allocate a large share of its new hires in the first half of this year to femtech and cyber insurance. It also plans to apply the same processes for recruitment interviews and resumes that are used in the job camp program.

Kim Hoyoung, Head of Talent Development (General Manager) at Hanwha General Insurance, who is responsible for Hanwha General Insurance's employment camp.

Kim Hoyoung, Head of the Talent Development Team (General Manager), said, "We believed that both femtech and cyber insurance would be unfamiliar fields for job seekers," and added, "For participants, this job camp will not only provide rare information, but also help them develop strategies for each stage of the hiring process."

What sets the Hanwha General Insurance job camp apart is that, instead of junior employees with less than three years of experience, team leaders (general managers) in each field personally review participants' resumes and conduct mock interviews. Six team leaders from femtech insurance, cyber insurance, talent development, marketing and support departments take part. The in-depth mock interviews, which last 10 to 15 minutes per person, add up to more than 150 minutes in total, making for an intense schedule. Participants reported high satisfaction because field leaders provided "credible feedback" directly.

Participants said that having the Talent Development Team and practical team leaders themselves share company hiring information and interview "pro tips" felt not only refreshing but also deeply appreciated. Participant Geum Hyesun said, "There are limits when new employee seniors pass on information without knowing the HR department's detailed evaluations of themselves, but at the Hanwha General Insurance camp, current team leaders provided information and even lectures based on reliable data, which made them very trustworthy."

Participant Kim Chansu, who has experience founding a startup in the femtech field and is a double major in Sociology and Venture Management, also said, "Seniors often tell you more about the skills you need after joining the company, rather than the detailed methodology required to get hired," and added, "Information provided directly by hiring managers based on objective data feels qualitatively different from seniors' advice."

From left, participants Park Sumin, Kim Chansu, and Geum Hyesun of Hanwha General Insurance.

Hanwha General Insurance is considering making the job camp an annual event, taking into account participants' positive responses and the performance of outstanding graduates after they join the company. If implemented, the plan is to hold it once a year as a winter camp, accepting around 50 participants each time.

Kim Hoyoung said, "We considered increasing the number of participants to 100, but concluded that a scale of 50 is optimal if team leaders are to provide detailed feedback," and added, "If this camp proves to be of real help in quenching the thirst of its graduates, we will run it regularly every winter."