• Proceedings of the Korean Society of Computer Information Conference
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• 2024.01a
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• pp.55-58
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• 2024

최근 각 기업의 AI 면접시스템 도입이 증가하고 있으며, AI 면접에 대한 실효성 논란 또한 많은 상황이다. 본 논문에서는 AI 면접 과정에서 지원자를 평가하는 방식을 시각, 음성, 자연어처리 3영역에서 구현함으로써, 면접 지원자를 다방면으로 분석 방법론의 적절성에 대해 평가하고자 한다. 첫째, 시각적 측면에서, 면접 지원자의 감정을 인식하기 위해, 합성곱 신경망(CNN) 기법을 활용해, 지원자 얼굴에서 6가지 감정을 인식했으며, 지원자가 카메라를 응시하고 있는지를 시계열로 도출하였다. 이를 통해 지원자가 면접에 임하는 태도와 특히 얼굴에서 드러나는 감정을 분석하는 데 주력했다. 둘째, 시각적 효과만으로 면접자의 태도를 파악하는 데 한계가 있기 때문에, 지원자 음성을 주파수로 환산해 특성을 추출하고, Bidirectional LSTM을 활용해 훈련해 지원자 음성에 따른 6가지 감정을 추출했다. 셋째, 지원자의 발언 내용과 관련해 맥락적 의미를 파악해 지원자의 상태를 파악하기 위해, 음성을 STT(Speech-to-Text) 기법을 이용하여 텍스트로 변환하고, 사용 단어의 빈도를 분석하여 지원자의 언어 습관을 파악했다. 이와 함께, 지원자의 발언 내용에 대한 감정 분석을 위해 KoBERT 모델을 적용했으며, 지원자의 성격, 태도, 직무에 대한 이해도를 파악하기 위해 객관적인 평가지표를 제작하여 적용했다. 논문의 분석 결과 AI 면접의 다면적 평가시스템의 적절성과 관련해, 시각화 부분에서는 상당 부분 정확도가 객관적으로 입증되었다고 판단된다. 음성에서 감정분석 분야는 면접자가 제한된 시간에 모든 유형의 감정을 드러내지 않고, 또 유사한 톤의 말이 진행되다 보니 특정 감정을 나타내는 주파수가 다소 집중되는 현상이 나타났다. 마지막으로 자연어처리 영역은 면접자의 발언에서 나오는 말투, 특정 단어의 빈도수를 넘어, 전체적인 맥락과 느낌을 이해할 수 있는 자연어처리 분석모델의 필요성이 더욱 커졌음을 판단했다.

• Journal of Digital Convergence
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• v.10 no.9
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• pp.79-87
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• 2012

While the youth unemployment problem has come to extend over a long period of time, because of the promotion policy of youth inauguration of an enterprise, many youths have been considering the start-up to be an alternative of the working. But it is said that many youths who had started an enterprise through the start-up education and related programs were unsuccessful mostly and dashed to get a job or became the delinquent borrower. This article will examine the actual conditions of the youth unemployment and the present conditions of promotion policy of the youth start-up, analyse problems as a result of this examination, propose alternatives of policy to revitalize the youth start-up.

• Journal of Practical Engineering Education
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• v.13 no.2
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• pp.369-378
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• 2021

Recently youth unemployment has long remained a nagging problem in Korea, contributing to aggravating the economy as well as the society. As an alternative solution to this problem overseas employment has been encouraged by the government who started the "K-Move" program in 2013 by integrating existing overseas employment, internship, service, and entrepreneurship support programs administered by several governmental ministries. However, employment rate of overseas job seekers was only 24.5% in 2018. This study aimed to recommend strategic directions for increasing the overseas employment rate through a questionnaire survey of the overseas employed. The factual survey results showed the following four strategic directions. First, job seekers should set clear career goals for overseas employment. Second, overseas job seekers should thoroughly prepare in advance in terms of language and related certificates. Third, IT infrastructure for offering information on overseas employment should be improved and upgraded. And, fourth, overseas employment strategies should be tailored to the specific regional or national environment. These strategic directions are expected to be of great help to overseas job seekers as well as government policymakers for formulating and implementing overseas employment support programs.

• Journal of the Korea Society of Computer and Information
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• v.28 no.10
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• pp.241-246
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• 2023

The purpose of this study was to suggest the direction of university employment support through analysis of employment success factors for young college graduates and comparison of determining factors in metropolitan and non-metropolitan areas. For this purpose, the factors were analyzed using SPSS 25.0 statistical package binary logistic regression analysis using the 2019 'College Graduate Occupational Movement Path Survey' data provided by the Korea Employment Information Service. As a result of the study, among the personal characteristics of college graduates in Seoul and the metropolitan area, age, parental assets, and language training experience were (+) factors for employment success, and in terms of college characteristics, 2-3 year college graduates were more likely to succeed in employment than 4-year college graduates or education college graduates. In addition, among the personal characteristics of college graduates from non-metropolitan areas, age and parental assets were (+) factors in employment success, and 2-3 year college graduates were more likely to succeed in employment than 4-year college graduates.

• The Journal of the Convergence on Culture Technology
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• v.9 no.5
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• pp.141-148
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• 2023

The purpose of this study is to investigate the impact of college education satisfaction on the employment preparation and social participation of young adults during the pandemic period. To accomplish this research purpose, the researcher used the panel data of Korea Youth Policy Institute and analyzed the eight variables related to college education satisfaction, employment preparation, and social participation. This study's sample consisted of a total of 2,941 individuals, and both structural equation modeling and multigroup structural equation modeling were applied for the analysis. The results revealed that college education satisfaction had a significantly positive influence on the employment preparation activities and social participation of young adults. In the multigroup structural equation modeling analysis, it was found that college education satisfaction had a significantly positive impact on employment preparation and social participation for women, while for men, it only significantly affected employment preparation. Furthermore, college education satisfaction did not show significant effects on the employment preparation and social participation of graduates from junior colleges, but it did have a significantly positive impact on the employment preparation activities of graduates from four-year colleges. Based on these research findings, policy and educational interventions to enhance the college education satisfaction of male students and graduates from junior colleges are required.

• The Southeast Asian review
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• v.28 no.3
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• pp.111-158
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• 2018

This paper pays attention to the recent increase of young Koreans working in the low-skilled service sector in Singapore. Such rapid increase largely results from the Korean government's initiatives to promote labour migration of young people and the concurrent proliferation of migration agencies, against the background of growing youth unemployment in South Korea. By exploring the motivations and trajectories of young people's labour migration to Singapore, this study examines to what extent they think their expectations have been met and how they interpret their migration and work experiences. There has been little research that examines the actual voices of young migrants as part of migration studies, whilst the majority of previous research focuses on the evaluation of government support programmes based on job matching rates, surveys of participant satisfaction and etc. Young people who went to Singapore to improve their English language skills and qualifications for future employment in Korea have become frustrated due to low-skilled service jobs that consist of low pay and high labour intensity. Their credentials are devalued and they experience deskilling through this migration process. Most of them were discontent with the Korean migration agencies they used and critical about programmes offered by government institutions and universities/colleges. Despite being subject to deskilling, they did try to actively cope or resist this situation. This study focuses on the various ways these migrants attempted to manage the gap between their initial expectations and reality. It also demonstrates how these migrants interpreted their work experiences after returning to Korea: whilst most of them did not cash off their Singapore work experience for a decent job after returning to Korea, they did not define their experience as a complete failure. Adding to cultural, social capital they gained through this experience, they acquired 'mobility capital' which includes confidence, the desire to move, and capacity to control one's own movement.

• The Journal of the Korea Contents Association
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• v.22 no.4
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• pp.292-300
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• 2022

This study aims to improve the situation in which accurate job information for small and medium-sized enterprises is not known and it is difficult to identify jobs that meet the preference criteria from the perspective of the 'employer brand'. To this end, through a hierarchical regression analysis of 700 young job seekers, the factors affecting the intention to get a job centered on five value factors (Interest Value, Social Value, Economic Value, Development Value and Application Value) were identified by reflecting the brand categorization theory. As a result of the analysis, it was confirmed that young job seekers are more interested in work culture, environment, and utilization of their majors, which directly affect job seekers, rather than characteristics of companies such as talent development, products, services, and management, and are influenced by their intention to work. This suggests that the job policy for SMEs needs to be changed from the existing quantitative support-centered to a qualitative improvement that strengthens the use of platform-centered job information.

• Korea journal of population studies
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• v.29 no.3
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• pp.29-50
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• 2006

This study examines the effects of pre-employment efforts of the youth on their transition to the labor market. Labor market performance is accessed by the transitory period, the employment at workplace with more than 300 employees, and the wage level. Based on the effects of employment efforts for the first transitory period, job experience during school and preparatory period for employment would raise the likelihood of employment, but the school credit, grade in English, and the frequency of interviews, on the contrary, failed to reduce the transitory period. Employment effect varied according to educational background. In case of college graduates, vocational education and job experience during school were statistically significant variables leading them to decent jobs. On the other hand, in case of university graduates, job experience and language skills were proven to be important factors. Lastly, for the wage effect, in case of college graduates, vocational training, job experience during school, and English ability were proven to increase the wage level. However, vocational training after graduation and job experience during school decreased the wage level, but grade in English and pre-employment efforts during school increased the possibility of getting a decent, highly paid job for university graduates.

• 프린팅코리아
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• v.14 no.4
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• pp.54-57
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• 2014

최근 전 세계적으로 고령화가 급속히 진행되고 있는 가운데, 우리나라는 세계 최저 수준의 출산율과 최고 수준의 고령화 진행 속도로 인해 향후 경제성장이 저하될 것이라는 우려의 목소리가 커지고 있다. 세계에서 가장 빠른 속도로 '늙어가는 국가'가 된 우리나라는 생산가능인구 감소와 취업자 평균연령 상승으로 노동생산성 저하가 현실이 되고 있다. 특히 인쇄업종의 경우 산업현장에 새로 유입되는 청년은 거의 없고, 취업자의 평균연령은 매년 증가하고 있어 노동생산성 하락세가 지속되고 있다.

• The Journal of Korean Institute for Practical Engineering Education
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• v.4 no.2
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• pp.116-121
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• 2012

One of the most important object in youth employment academy is to resolve the job mismatch of youth unemployment through industry oriented human resource development for which company oriented capacity building program for graduate-to-be and graduate is supported. The major characteristic of this program is to compose a network of operation organization, involved company, involved university and trainee, among those the role of operation organization is most important. The operation organization in youth employment academy is supposed to be evaluated by the last employment rate after 6 months to the day following the programs of the year completion. So performance indicator for the operation organization is needed in selecting the operation organization of the next year youth employment academy, which means a kind of mid-term evaluation. In this research, the concept of development of performance indicator for the operation organization in youth employment academy is introduced and major performance indicator are suggested.