This is JOBPLOY, a foreign recruitment platform for foreign job seekers looking for jobs in Korea.

Many companies considering hiring foreign workers ask similar questions.

"Will communication with foreign employees be smooth?"
"Will the recruitment process be complicated?"
"Can they work with us long-term?"

In this JOBPLOY company interview, we visited DS SOLTEC, a company specializing in surface treatment for ultra-high voltage power and electrical components, to hear realistic answers to these concerns.

DS SOLTEC is a company that produces parts related to Hyundai Motor Company and Korea Electric Power Corporation, and currently works with foreign workers holding various visas such as E-9, F-4, and E-7.

The person in charge, who has directly hired and managed foreign workers for a long time, emphasized one thing as most important throughout the interview.

“The company can sufficiently teach the work. However, basic communication in Korean is necessary for safe work and mutual growth.”

From the motivation to start hiring foreign workers, to experiences during the actual recruitment process, the advantages felt while working together, and advice for foreign job seekers preparing for employment in Korea.

Meet the realistic story of foreign recruitment directly from DS SOLTEC now.

Upon visiting the company for the interview, various certification plaques caught our eye at the entrance.

Certifications such as 'Incheon Promising SME', 'Excellent Job Creation Company', 'Good Root Company to Work For', and 'Work-Study Parallel Participation Company' showed that DS SOLTEC is a company that not only possesses technological prowess but also

nurtures people and creates good jobs.
 

Employees working on-site were cooperating to carry out processes, and the company explained that it operates a training system to help foreign workers gradually learn their tasks.

It was impressive to see that a foreign worker who joined through JOBPLOY was stably working and adapting well to the site.

JOBPLOY Real Company Interview

Q1. Hello. Please briefly introduce yourself and your company.

I currently work as a department head at DS SOLTEC, responsible for financial accounting, general affairs, HR, and workforce management. DS SOLTEC is a specialized production company for surface treatment of ultra-high voltage connection parts. We produce power and electrical components related to Hyundai Motor Company and Korea Electric Power Corporation. In particular, we possess silver plating technology that can withstand high voltages of over 20,000 volts and provide various plating technologies as a secondary supplier to Korea Electric Power Corporation. We also primarily operate plating, anodizing, and cleaning processes for electric vehicle battery cover parts. We have about 42 employees…

Q2. What was the motivation for starting to hire foreign workers?

Due to the nature of the plating industry, it is a field where hiring domestic workers is not easy. The working environment involves chemical substances and many repetitive processes, making it difficult to secure long-term employees. So, we naturally started hiring foreign workers, and currently, E-9 workers and F-4 E7 visa workers are working together.
 

Q3. What was your biggest concern when you first considered hiring foreign workers?

The biggest concern was definitely communication.

The first Filipino employee we worked with could communicate in Korean, so they quickly learned the tasks. Later, when an employee who was not fluent in Korean joined, there were difficulties in conveying tasks, but the existing Filipino employee helped them adapt quickly by explaining in their native language. Through this experience, we realized that while Korean communication is important on-site, a willingness to cooperate with colleagues and learn is also very crucial.

Also, plating processes often involve repeatedly lifting and moving products, requiring a certain level of physical strength and condition.

Q4. What was the process of hiring foreign talent like? Please share any memorable anecdotes.

"I've had various experiences while hiring foreign workers. What stands out are the moments when I realized how important it is to build trust with employees. One employee once claimed a personal injury happened during work, but eventually, they honestly revealed the truth. Through that incident, I felt that accurate communication and trust are paramount.

Conversely, there's also an unforgettable experience. In the past, a major accident occurred during work at a die-casting site, and an employee tragically lost their eyesight.

The company not only processed industrial accident compensation but also supported long-term hospital treatment, striving to take responsibility until the end. Since then, we have invested more in safety education and protective equipment management, and

even now, we prioritize an environment where all employees, including foreign workers, can work safely."

Q5. After actually working with them, what do you think are the biggest advantages of foreign workers?

I found that the biggest advantages of foreign workers are their diligence and good concentration. While it may be difficult to assign various complex tasks at the beginning of their employment, I noticed their high immersion in simple, repetitive tasks.

Most foreign workers I have encountered so far have been diligent.

Above all, I believe that if basic communication in Korean is possible, their adaptation to work becomes much faster.

Q6. What do you check first when looking at a foreign applicant's resume?

The first thing I look at is Korean language proficiency.
I prioritize checking TOPIK scores or the ability to converse in Korean.
Foreign workers who have recently entered Korea often are not fluent in Korean. However, since work instructions and safety education are very important in the production field, we prioritize applicants who can communicate at a basic level.

Q7. What kind of applicant makes you think, "I definitely need to meet this person"?
As I keep emphasizing, I am primarily interested in applicants who can communicate in Korean.

For E-9 workers, rather than expecting professional skills from the start, we value a diligent attitude to learn more. Since we can sufficiently train them for the job, we consider them good talent if they have a willingness to learn and a sense of responsibility. Also, in interviews, we pay close attention to concentration and work attitude. As safety is crucial for the job, we are impressed by applicants who show focus on questions and a sincere attitude during the interview.

Q8. Do you have plans to continue hiring foreign workers? Please also tell us what kind of talent you would like to work with in the future.

Of course. We plan to continue hiring foreign workers, and we actively consider applicants who can communicate at a basic level in Korean and have a diligent attitude to learn, regardless of nationality. Since the company can sufficiently train for the job, we prioritize a sense of responsibility and a mindset to grow together long-term.

Q9. If you have any advice you would like to give to foreign job seekers preparing for employment in Korea, please do.
The most important thing is studying Korean.

The company can sufficiently teach you the work, but communication is something you need to prepare yourself. The better your Korean skills, the faster you will learn the job and adapt much better to company life.

Also, consistently gaining experience at one company rather than frequent job changes will greatly benefit your career. If you work long-term and improve your proficiency, you will have ample opportunities for better prospects.

Q10. Please say a word to other companies considering hiring foreign workers.

Many companies vaguely think that hiring foreign workers is difficult. However, once you experience the recruitment process, it's not as complicated as you might think.

Foreign workers who work long-term continuously improve their job proficiency, which is a great advantage for companies.

By proceeding with recruitment through JOBPLOY, we received guidance on the recruitment process, document preparation, and administrative aspects, which significantly reduced the burden. If you are a company preparing to hire foreign workers for the first time, you can definitely get help.

Also, we expect that applicants with experience in the plating industry will adapt to the site even faster.

Q11. How would you describe JOBPLOY in one sentence?
Unlike general recruitment, hiring foreign workers involves many administrative procedures such as visas and immigration reports. Although there is various information on the internet, it can be difficult for companies to find the exact information they need.

In the past, we actually experienced difficulties in the administrative process because we did not properly understand the immigration reporting procedures. JOBPLOY systematically guides these procedures and helps manage the necessary parts, making foreign recruitment more convenient.

After the Interview

In particular, there was a pleasant reunion during this interview. We were able to personally meet Tei, who was featured in JOBPLOY's Success Story, still diligently working at DS SOLTEC.

Hearing that he is receiving good evaluations on-site and working stably with colleagues, it was a good time to once again feel that one person's employment is not the end, but rather a continuous process of mutual growth between the company and the job seeker. We could once again feel that the connections created by JOBPLOY are not just about employment, but lead to good relationships where companies and foreign talents grow together.